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Types of Performance Appraisal

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380 views6 pages

Types of Performance Appraisal

In this file, you can ref useful information about types of performance appraisal such as types of performance appraisalmethods, types of performance appraisal tips, types of performance appraisalforms, types of performance appraisal phrases … If you need more assistant for types of performance appraisal, please leave your comment at the end of file.

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Timothy Doner
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Types of performance appraisal

In this file, you can ref useful information about types of performance appraisal such as types of
performance appraisalmethods, types of performance appraisal tips, types of performance
appraisalforms, types of performance appraisal phrases If you need more assistant for types of
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

I. Contents of getting types of performance appraisal


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A performance appraisal, or performance review, is a formal interaction


between an employee and her manager. This is when the performance of the
employee is assessed and discussed in thorough detail, with the manager
communicating the weaknesses and strengths observed in the employee and
also identifying opportunities for the employee to develop professionally. In
most instances, a performance appraisal is completed quarterly or annually.
360-Degree Feedback
A common performance appraisal method is the 360-degree feedback. In this
scenario, whoever conducts the appraisal, such as a human resources
manager, interviews an employee’s supervisor, peers and any
direct reports. This technique allows an appraiser to gain a complete profile
of the employee. In addition to gauging the worker’s job
performance and technical skill set, an appraiser receives in-depth feedback
on the employee's behavior. Measuring areas of subjectivity,
such as character and leadership skills, allows an employer to manage an
employee’s development.
Management By Objectives
Management by objectives (MBO) is another modern method of performance
appraisal. This technique was first promoted in the 1950s by management

theorist Peter Drucker. MBO requires a manager and employee to agree upon
specific, obtainable objectives with a set deadline. For example, a sales
manager may be required to increase his revenue by 25 percent within three
months. Once this goal is set, the responsibility is on the sales manager to
direct himself towards the objective. With this technique, success or failure is
easily defined.
Ratings Scale
An alternate type of performance appraisal is the ratings scale. This
methodology requires an employer to develop an in-depth grading system,
similar to the way students in school are assessed. This scale is then used to
evaluate an employee’s success within a variety of areas, such
as technical skill set, teamwork and communication skills. There is typically a
minimum required grade an employee must receive in order for the
performance appraisal to be considered a success. Those that do not make
the grade are often put on a performance improvement plan. This method is
viewed by some management theorists as an egalitarian way of measuring
individual performance.

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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.

III. Other topics related to Types of performance appraisal (pdf,


doc file download)
Top 28 performance appraisal forms
performance appraisal comments
11 performance appraisal methods
25 performance appraisal examples
performance appraisal phrases
performance appraisal process
performance appraisal template
performance appraisal system
performance appraisal answers
performance appraisal questions
performance appraisal techniques
performance appraisal format
performance appraisal templates
performance appraisal questionnaire
performance appraisal software
performance appraisal tools
performance appraisal interview
performance appraisal phrases examples
performance appraisal objectives
performance appraisal policy
performance appraisal letter
performance appraisal types

performance appraisal quotes


performance appraisal articles

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