Yearly performance reviews are critical. Performance reviews help supervisors feel more honest in their relationships with their subordinates and feel better about themselves in their supervisoral roles. Conduct the following activities.
Each of the methods is effective for some purposes for some organizations only. None should be dismissed or accepted as appropriate except as they relate to the particular needs of the organization or an employee.
Broadly all methods of appraisals can be divided into two different categories. 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. 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 3. The series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false.
The rater is forced to make a choice. HR department does actual assessment. Advantages — Absence of personal biases because of forced choice. Disadvantages — Statements may be wrongly framed.
Rater is compelled to distribute the employees on all points on the scale. It is assumed that the performance is conformed to normal distribution.
Advantages — Eliminates Disadvantages — Assumption of normal distribution, unrealistic, errors of central tendency. 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.
Behaviorally Anchored Rating Scales: 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.
Advantages — Useful for managerial level promotions, when comparable information is needed, Disadvantages — Outsider is generally not familiar with employees work environment, Observation of actual behaviors not possible. This is based on the test of knowledge or skills.Jun 29, · Employers use various types of performance models to evaluate and encourage employee success.
Pros and cons exist for any method you choose. Performance appraisals methods have pros and cons. Various performance appraisal methods are followed by organisations to ensure fair appraisals to their employees.
Appraisals facilitate communication between the management and the employees, which helps in conveying the expectations of the management to the employee and vice versa. Some of the most commonly used performance appraisal methods include the judgmental approach, the absolute standards approach, and the results-oriented approach.
Business-in-a-Box - Download Performance Appraisal Templates & Forms Now7M Users Worldwide · Save Your Precious Time · Professionally Formatted · Sold in Countries. Jun 30, · A comprehensive employee appraisal cycle is often made up of several different methods of performance evaluation including a self-appraisal conducted by .
Essay Performance Appraisal method: Essay Appraisal is a traditional form of Appraisal also known as “Free Form method.” It involves a description of the performance of an employee by his superior which needs to be based on facts and often includes examples to support the information.