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Performance appraisal methods with examples

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Performance appraisal methods with examples

  1. 1. Performance appraisal methods with examples In this file, you can ref useful information about performance appraisal methods with examples such as performance appraisal methods with examples methods, performance appraisal methods with examples tips, performance appraisal methods with examples forms, performance appraisal methods with examples phrases … If you need more assistant for performance appraisal methods with examples, 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 methods with examples ================== Performance appraisals are an effective tool for informing employees about the quality of their work and for identifying areas of their performance which may require improvement. Although poorly handled performance appraisals can create a negative and intimidating experience for the employee, they can be constructive and positive if handled well. Effective performance appraisals can lead to high performance, and therefore increased productivity. Where an employee’s performance does not improve, the performance appraisal process can also be utilised as evidence in any subsequent defence to an unfair dismissal claim. Below are some best practice strategies on how to conduct a performance appraisal. Be prepared Ensure that you are well prepared for performance appraisal by considering the employee’s past performance appraisals, training records and other objective evidence of performance (e.g. attendance records, billings, customer feedback, error rates). If necessary, obtain feedback from other colleagues. The employee should also be given adequate time to complete a self assessment of their own performance.
  2. 2. You should be prepared to answer any questions that the employee could potentially ask, and be ready to discuss remuneration and career progression. Never ambush the employee The performance appraisal should not be viewed as an isolated event at which an employee is given feedback about their performance, particularly if the feedback is negative. Employees should be given constructive and regular feedback throughout the year and this should be documented. Balance: don't just focus on the negatives! In any discussion with the employee, both the positive and negative aspects of the employee’s performance should be discussed. Giving behaviour based examples is good practice. The employee should be given objective and constructive feedback and an opportunity to respond, for example, to mention any mitigating circumstances. Encourage the employee to do most of the talking, as an effective appraisal allows the employee to take responsibility for their own performance and growth. Together, explore strategies to improve the employee’s performance and set relevant objectives for the year ahead. Where previous objectives have not been met, identify why they were not met and develop a plan to ensure they will be met. Take the time to review the employee’s positive attributes that occurred during the review period, and consider how they can be applied to help the employee improve in those areas where a change in behaviour is desired. Ensure that the employee understands what is required of them and has been able to raise any concerns or issues. Follow up Ensure that you follow up the employee’s progress against the objectives that were set within a reasonable period of time. Provide employees with regular updates on their performance, but not in a way that is overbearing and leads to the employee feeling stressed, and becoming unproductive. Keep records of the discussion and any decisions that were made. Also, don’t give the employee high scores or a glowing performance review if there are genuine performance issues. Remember the performance appraisal can be utilised as evidence.
  3. 3. ================== 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
  4. 4. 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. 5. 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 methods with examples (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process
  6. 6. • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates • 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

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