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1. Performance appraisal essay
In this file, you can ref useful information about performance appraisal essay such as
performance appraisal essay methods, performance appraisal essay tips, performance appraisal
essay forms, performance appraisal essay phrases … If you need more assistant for performance
appraisal essay, please leave your comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting performance appraisal essay
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The Importance of Performance Appraisals One of the most critical elements of being a
supervisor, manager, or team leader is knowing how to give effective performance appraisals to
employees of an organization. This important human resources process helps employees grow
along with the company because it focuses their attention on how to become better, more
motivated, and eventually more successful. By utilizing a skilled performance appraisal system,
these managers can empower employees to take charge of needed improvements, as well as
create a more positive and productive work environment. In the simplest terms, performance
appraisal may be defined as a structured formal interaction between a subordinate and
supervisor, that usually takes the form of a periodic interview, whether it be semi-annual or
annual. The work performance of the employee is examined and discussed in great detail in order
to identify strengths, weaknesses, opportunities for improvement, and skills development
(Archer North). Performance appraisals involve setting goals, judging the results achieved, and
creating performance criteria that can be met and measured over and over again for each of the
employees' job descriptions. The three things that should be focused on are: 1) Performance, not
personalities; 2) Valid, concrete, relevant issues, rather than subjective emotions and feelings;
and 3) Reaching agreement on what the employee is going to improve in his performance
(McKirchy, 9). According to the book, Powerful Performance Appraisals, conducting a good
appraisal means the manager must be very clear that the objective is the job-related performance
of the individual, and not the personality factors, such as laziness. Furthermore, I think that by
focusing on specifics, rather than generalized issues, employees will know how to fix their
mistakes or improve their performance. Many times when people hear something negative about
their personality,...

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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale

3. Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

4. 5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
III. Other topics related to Performance appraisal essay (pdf download)
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