Report on performance appraisal

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I. Contents of getting report on performance appraisal

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One of the most nerve-wracking times for a worker is a performance appraisal, but its the
performance appraisal buzz words that often sound like nails on a blackboard. What do those
bizarre phrases mean in plain English? (And do people really talk like that?) Actually, yes, they
do. Its the jargon of the corporation, and there are people in the human resources department
who actually believe that kind of language is a sign of an educated employee. Fret not. You dont
have to turn into an automaton to navigate your way around performance appraisal buzz words.
Performance Appraisal Buzz Words
Performance appraisal buzz words show up on your annual performance report, and there are
some key words that show up over and over. Here are a few examples of some of the buzz words
you can hope to see on your report.
Teamwork
If there is any word or phrase that lights a fire under a human resources manager, its the word
team. Everything is done in teams or by teams, and if you arent that most valued of
employees, a team player, youd better start scoping out your unemployment office. Nothing,
but nothing, thrills the jargon speaker as the team player.
So what is a team player? This goes beyond middle school volleyball games. A team player is
someone who gets along well with others, who keeps their head down and doesnt draw attention
to themselves (individuality is the sworn enemy of the team player mentality.)

The employee with the proper team player mentality doesnt draw a line at his own work. His
own work never ends. He takes on whatever is given to him, and if he has to he will do more
than what seems reasonable or fair. He will pick up the load of a slacker fellow worker and the
team player does that work and never says a word of complaint.
Yes, the team player is a very desirable employee. In other eras, team player might not have
been appreciated as much as they are today, but then, we live in a far more linguisticallyenlightened society.
Communication is Key
For an area so dependent upon its own peculiar jargon, one of the most used and important of the
performance appraisal buzz words is communication, and variations thereof.
Good team players need to communicate, and to do it often and well. Employees will find that
the word pops up continually in their company, and for a good reason.
While human resources managers may not be particularly adept at communication themselves,
its extremely important that everyone else in the company communicate well.
Things stall in companies where people dont know how to talk to one another. Communication
refers to written and verbal wording, and one must be good at both to get a positive job
performance evaluation.
Core Competencies
So what exactly are core competencies? Thats a phrase that pops up quite often on the list of
performance appraisal buzz words. Its usually job position-specific, meaning that the core
competencies, for, say, an administrative assistant would be the list of skills he or she would need
to perform their job.
Its not just steno and typing, by the way. The list of competencies could be very lengthy,
including such things as:

Answering a busy phone in an office

Dealing effectively and appropriately with communications involving office situations
received by telephone
Taking accurate and neat notes
Deciding on the urgency of the communications
Using appropriate discretion on passing the notes to authorities

That means a secretary who takes a phone call and uses her judgment if the call is routine, or if
its an emergency she must get her bosss attention immediately.
Empowerment: Power to the People!
Another word that routinely pops up in appraisals is empowerment. This is an odd word, to say
the least, when talking about the details of human resources professionals in big corporations.
One wouldnt think that big companies would want their employees to get too empowered; that
could lead to dissatisfaction, unionizing, and strikes!
The idea behind empowerment is that it supposedly gives defenseless, powerless employees the
sensation that theyve taken their jobs into their own hands, and that they can now harness that
sensation of feeling in charge of their destinies to the companys betterment.
==================

III. Performance appraisal methods

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.

2. 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.

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
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

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
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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