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1. Performance appraisal pictures
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I. Contents of getting performance appraisal pictures
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An appraisal interview is an exchange between a manager and an employee that is designed to
evaluate the employee and create a career development plan. The appraisal interview can lead to
several challenges, including a lack of input from the employee, improper preparation from both
parties and improper expectations of what can be accomplished. Understanding the appraisal
interview downfalls can help reduce them.
Preparation
The manager needs to review her notes on the employee's performance throughout the year,
become familiar with the job description and review the employee's self-evaluation to determine
where the employee's perception of her performance may be different than the manager's.
Management should encourage employees to prepare questions for the interview to allow two-
way conversation.
Expectations
The manager can prepare a career development plan for the employee, but it is only effective if
the employee agrees to take part in it. One of the downfalls of the appraisal interview is that a
manager can expect the employee to be open to a developmental program. Managers need to
present a full evaluation to an employee for the employee to understand the need for
development.
Input

2. Employees should be encouraged to comment on their own performance and feel confident in
being able to present opinions about the manager's performance. Employee input can help
improve the relationship with the manager, and it can also give the manager insight into
employee needs, according to Bill Robb, writing on the Performance Appraisals website.
Follow-Up
It is important to monitor the employee's progress in her career development plan and for the
manager to provide frequent input on how the employee can improve. Assuming that the
appraisal interview process ends with the initial review meeting is a mistake some managers and
employees make.
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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.

3. 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
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

4. 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
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.

5. III. Other topics related to Performance appraisal pictures (pdf download)
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