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In this file, you can ref useful information about formal performance appraisal such as formal
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Future performance appraisals usually are done around the anniversary of the employee's date of
hire or at the end of the employee's most recent promotion or transfer probation period. They can
be done on any date that is convenient, however, as long as the employee receives a formal
appraisal at least once every 12 months. (This may mean doing two in one year when changing
to a different date.)
Supervisors often coordinate the scheduling of appraisal meetings, but this is also flexible. Some
supervisors and employees may negotiate that the employee may do the scheduling, especially if
the employee is doing a self-appraisal and/or is responsible for requesting feedback from
coworkers or customers for the appraisal. The supervisor may then serve as a central point to
receive all the appraisal input.
Those who contribute to an employee's performance appraisal should be as fair and unbiased as
possible. Raters should be aware of and try to avoid common rater errors. They should also
provide as many specific examples as possible to support each factor rating. Again, a memory
file of outstanding examples of the employee's performance can be very useful in this process.
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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
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.