In this file, you can ref useful information about employee performance appraisal examples such as employee performance appraisal examples methods, employee performance appraisal examples tips, employee performance appraisal examples forms, employee performance appraisal examples phrases … If you need more assistant for employee performance appraisal examples, please leave your comment at the end of file.
Employee performance appraisal examples
In this file, you can ref useful information about employee performance appraisal examples such
as employee performance appraisal examples methods, employee performance appraisal
examples tips, employee performance appraisal examples forms, employee performance
appraisal examples phrases … If you need more assistant for employee performance appraisal
examples, please leave your comment at the end of file.
Other useful material for you:
I. Contents of getting employee performance appraisal examples
When you are conducting an employee performance review, there are efficient ways to present
information and there are ways that can be counter-productive. According to the article "How to
Write Better Employee Evaluations" published on the All Business website, the performance
evaluation is something the manager normally does not want to do and the employee does not
want to receive. Understanding the right things to say in an appraisal can make the process better
for you and the employee.
A performance evaluation needs to state the facts to be effective. According to "How to Write
Better Employee Evaluations" on the All Business website, opinions have no place in a
performance review. Avoid making statements such as "The employee is lazy," "The employee
is rude" or "The employee lacks respect for customers." Instead, use statements that give specific
examples of the behavior you feel is detrimental to the employee's performance. For
example, rather than saying "I think you are rude" to an employee, say, "Customers are
mentioning that it is difficult to get information from you during a phone call." Have facts and
unbiased information available to back up your statements to make them facts and not opinions.
Even if you have known the employee for years, a performance review should be treated as a
professional meeting, according to the article "Appraising Employee Performance" published in
"Entrepreneur" magazine. Statements such as "Your performance was terrible" or "I think you
really messed this one up" are unacceptable. On the other hand, positive statements such as "You
were awesome" or "The customers love you" also take away from the professional nature of the
meeting. Use more professional language instead, such as "Your performance was unacceptable"
or "The customers report being very pleased with your work." Not only does it keep the
conversation professional, but it also helps give positive and negative comments equal weight.
The performance appraisal needs to be an interactive experience for you and the employee for it
to be effective, according to a piece on the Business Town website titled "How to Conduct a
Performance Review." Ask "Do you have any questions?" "What input would you like to give?"
and "Would you agree or disagree with that assessment?" to invite employees to give their input.
When you deliver these invitations, be sure to engage the employees with eye contact to let them
know you are being sincere with your need to hear their opinions.
III. Performance appraisal methods
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
Advantages of Ranking Method
i. Employees are ranked according to their performance
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
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
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.