Performance appraisal video

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I. Contents of getting performance appraisal video

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This is hilarious and got me thinking. Is there an idea here for a performance management
system of some type? I have to think so.
If this kind of car alarm can deter criminals, could we create some kind of employee
performance system like it to deter poor work choices and behavior?
Would it be possible to create an empathetically programmed employee
performance management system like Terii that seems to know employees well enough to
deter them from bad choices now and in the future? Managing employee performance and
mistakes would be a breeze!
Think about it, when a problem employee procrastinates on an important project and instead
decides to entertain himself on the internet for a few hours the performance management system
could provide the following feedback (in an automated voice), Are you sure thats the best use
of your time?
If the employee ignores the warning the next level of feedback could be, Tell me again why you
told your boss you were up to your eyeballs in work?
And if he decided to ignore that warning he would receive the following, I have just sent a note
with your browsing history to your boss telling her you have nothing to do.

What about using Terii in meetings? I think she would be a big hit in board rooms across the
world. When people show up late to the meeting she could ask, Can you tell each of us why we
had to be on time and you didnt?
When the meeting doesnt end on time you might hear, Someone running this meeting feels
their time is more important than others. If the meeting continues Terii would say, Fire drill!
Everyone exit at once.
What other things could an employee management system like Terii do for managing
performance? Would love to hear your comments below.
==================

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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