Professional Documents
Culture Documents
In this file, you can ref useful information about individual performance appraisal such as
individual performance appraisal methods, individual performance appraisal tips, individual
performance appraisal forms, individual performance appraisal phrases If you need more
assistant for individual performance appraisal, 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
"The bell curve, the way it is understood and implemented, is wrong sometimes, making it a
forced normalisation and forces rating. It cannot be a rigid curve. It could be a steep curve, flat
curve depending on the business performance," said Pillay.
ET had earlier reported that as the battle for talent has intensified among the big four consultancy
firms, with an improving market throwing up more opportunities to people looking for change,
KPMG has been revisiting its employee engagement policies, performance management and
hiring strategies to shield key people from competition and fill talent gaps.
Amonth ago, Richard Rekhy, CEO of KPMG in India told ET that instead of assigning ratings
based on performance in interim cycles, this year, the company will focus on providing regular
feedback and debriefing to staff for every major assignment.
"It is an experimentation and we may go back to the old system if it doesn't work, but at the
moment we have taken out the rating system (from interim cycle)," Rekhy had said.
The company is also making the bonus slope higher for the high performing employees, paying
them much higher bonus than the rest, in order to make the distinction clearer and retain the best.
"We at KPMG used to adopt the bell curve as a guidance for the distribution of ratings and have
always allowed flexibility to reflect the performance of the business and the differential
performance across teams," said Pillay.
The company will now have a rating system that each business can determine based on its
requirements and individual performance. For instance, if a business believes that it has 35 per
cent of people in the team in the upper bracket instead of the prescribed 20 per cent, then the unit
can go ahead with it, she said, adding that the shift away from bell curve will allow this
flexibility.
==================
1. Essay Method
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