The document provides an in-depth overview of performance appraisal, covering its definitions, methods, importance in employee satisfaction, and challenges in implementation. It outlines the steps for conducting effective performance appraisals, such as employee surveys and focus groups, and highlights various methods like ranking, rating scales, and critical incidents, along with their advantages and disadvantages. Additionally, the document emphasizes the significance of addressing supervisor biases and the potential impact of job satisfaction on overall appraisal outcomes.

1. Performance appraisal meaning
In this file, you can ref useful information about performance appraisal meaning such as
performance appraisal meaning methods, performance appraisal meaning tips, performance
appraisal meaning forms, performance appraisal meaning phrases … If you need more assistant
for performance appraisal meaning, 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 meaning
==================
Performance management and employee satisfaction are two areas that pose challenges for
employers. Using performance management methods such as appraisals to measure employee
performance comes with its own challenges, which are usually unforeseen. Only after employers
implement complex appraisal programs do they realize the problems associated with them. Job
satisfaction is another subjective topic that concerns employers – job satisfaction, or lack thereof,
can affect performance appraisals and threaten the employer-employee relationship by creating
friction between employees and their supervisors. Nevertheless, employers can use surveys,
employee feedback and supervisor review to define what problems exist within both job
satisfaction and performance appraisals.
Step 1
Conduct an employee opinion survey with questions about job satisfaction and performance
appraisals. Examples of questions that probe employee job satisfaction might include “on a scale
of one to five, describe your enthusiasm about beginning the work week” and “how many times
in the past six months have you had an unscheduled absence from work simply because you
didn’t want to be here?” To identify and define problems with performance appraisals, ask
employees how many times they have received timely reviews from their supervisors. Granted,
these may be awkward questions for some employees; however, they shed light on the level of
employee morale, which is a strong indicator of job satisfaction. Provide employees with a
guarantee that their survey responses are confidential and anonymous.
Step 2

2. Facilitate employee focus groups for issues related to job satisfaction and performance
appraisals. To ensure both confidentiality and anonymity, engage the services of a workplace
consultant to ask employees questions about their working conditions and ideas for
improvement. If you have a casual workplace where employees feel free to share their concerns,
you may not need to expend time and money for a consultant. It depends on your workplace
climate. Some employees are reluctant to give feedback in an open forum for fear of retribution.
Step 3
Identify issues with performance appraisals in terms of being timely and complete. Employees
who receive their performance reviews long after the deadline may raise their concerns with
human resources when reviews and ratings are tied to merit increases. Another way to define
problems with performance appraisals pertains to looking at accuracy within the review itself.
Supervisors and managers receive leadership training performance management philosophy and
how to conduct the actual performance review meeting. However, supervisor bias is an issue in
many appraisals. Supervisor bias introduces errors and prevents supervisors from rating
employees objectively. Types of supervisor bias include recency error wherein employees are
given ratings on a shorter evaluation period than required. Supervisors who commit recency error
tend to only look at the employee’s performance during the month or so prior to an annual
performance review rather than the entire one-year evaluation period.
Step 4
Review exit interview responses from employees who voluntarily resigned their positions.
Examine their answers, looking for clues that indicate poor job satisfaction was the reason for
ending the employment relationship. Examples of reasons related to job performance and
performance appraisals may indicate dissatisfaction with leadership. Addressing ineffective
leadership may resolve employee complaints related to their performance evaluations, including
supervisor bias, failure to conduct appraisals in a timely manner and rendering incomplete or
inaccurate appraisals of employee performance.
==================
III. Performance appraisal methods

3. 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
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

4. 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.
5. Essay Method

5. 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 meaning (pdf download)
• Top 28 performance appraisal forms
• performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
• performance appraisal phrases
• performance appraisal process
• performance appraisal template
• performance appraisal system
• performance appraisal answers
• performance appraisal questions
• performance appraisal techniques
• performance appraisal format
• performance appraisal templates

6. • performance appraisal questionnaire
• performance appraisal software
• performance appraisal tools
• performance appraisal interview
• performance appraisal phrases examples
• performance appraisal objectives
• performance appraisal policy
• performance appraisal letter
• performance appraisal types
• performance appraisal quotes
• performance appraisal articles