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In this file, you can ref useful information about how to write a performance appraisal such as
how to write a performance appraisal methods, how to write a performance appraisal tips, how to
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performanceappraisal123.com/1125-free-performance-review-phrases
performanceappraisal123.com/free-28-performance-appraisal-forms
performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
Write down the goals you want your employee to achieve in the coming year, the NOLO legal
website advises. Performance appraisals are often given just before raises are announced, but
their true purpose is to show employees where to improve and where to maintain things they are
already doing well. Goals provide a concrete place in which to apply that knowledge. Make them
as specific as possible so the employee's success can be measured.
Step 4
Create a plan for goal achievement based on the positive and negative elements of the
performance review. For example, one goal might be helping in the preparation and presentation
of sales numbers at monthly department meetings. The plan might include using the employee's
strong creativity to create slide shows. It also might include taking a public speaking seminar to
offset a weakness of being nervous about making group presentations.
Step 5
Set the appraisal aside for a few days, then go back and read it carefully. Make sure it accurately
and objectively reflects the employee's performance. Ramsey warns that personal feelings can
sometimes slip in. For example, you might envy a certain talent and inadvertently judge the
employee too harshly in that area, or you might give a bad review to someone with an annoying
personality even if that person does a good job.
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1. 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.
3. 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 Raters biases
4. Checklist method
5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
This method speaks only of the position where an