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1. Performance appraisal strengths
In this file, you can ref useful information about performance appraisal strengths such as
performance appraisal strengths methods, performance appraisal strengths tips, performance
appraisal strengths forms, performance appraisal strengths phrases … If you need more assistant
for performance appraisal strengths, 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 strengths
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Supervisors identify employee strengths by comparing performance standards to the manner in
which employees perform their job duties and tasks. Performance appraisal-worthy strengths
include job skills, capabilities and characteristics. Identifying strengths is just the beginning,
though. When supervisors identify employee strengths, employees learn about the areas where
they excel and more about the areas where they can improve performance.
Skills and Proficiencies
Job proficiency is clearly an important strength worth mentioning in a performance appraisal.
Employees with excellent job skills or proficiency demonstrate their expertise in performing the
functional aspects of their jobs. An administrative assistant, for example, must be proficient with
office programs and software applications to provide support to managers and directors. An
example of a registered nurse’s proficiencies is mastery of clinical procedures.
Ethics and Integrity
Personal characteristics such as work ethic, business ethics and integrity are strengths measured
within a performance appraisal. Although quantitative measurement of personal characteristics is
difficult, the actual measurement comes from peer evaluations and customer feedback.
Employees who demonstrate high levels of integrity usually find it easy to gain others’ trust --
whether they are co-workers or external contacts such as clients, customers or colleagues outside
the workplace.
Job Knowledge

2. Job knowledge is a different measurement from job skills. Job knowledge demands
understanding practices related to overall performance and how and when to apply certain
practices, rules or regulations. A human resources manager exhibits strength in the area of job
knowledge by embracing appropriate human resources best practices, understanding employment
trends and applying labor and employment law to work situations. Job knowledge requires that
an employee keep abreast of news that affects his profession and his career, which shows an
effort in building his reputation as well as contributions to his employer.
Conscientiousness
Conscientious employees care about work quality and customer satisfaction. They demonstrate
this through ensuring each step they take during assigned projects is done the proper way and
will produce the best outcome. For instance, a sales employee follows up with calls to clients
after each sale to determine if the customer is satisfied with the product or service.
Commitment
There are several ways an employee can demonstrate commitment. Two popular ways include
sticking with the company during lean times and building a long record of success while with the
company. Companies in the growth stages of development depend heavily on employees who are
committed to the organization. In fact, the company’s growth depends on employees capable of
visualizing its success and using their talents to help achieve their own professional successes as
well as the company’s goals.
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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.

3. 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
3. Checklist method

4. 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.
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