Introduction of Performance Appraisal
Introduction of Performance Appraisal
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Consistent performance appraisals make that information easily accessible when it is time to
hand out new assignments.
3. Identifying promotion candidates
Hiring from within an organization keeps organizational memory strong, allowing for continuity
of management styles. Unfortunately, not every applicant has the skill set needed to make the
transition to a higher position. Quarterly, or even annual, appraisals allow hiring managers to
look back over the applicants entire work history and find the best internal candidates for a
promotion.
4. Offer feedback
Constructive criticism provides employees with the necessary information to improve their onthe-job performance. Good managers give feedback that motivates employees to strive for
improvement. Employees informed about performance expectations are better able to meet the
challenges of excellence. By giving employees feedback about their performance on a regular
basis, managers open up the lines of communication, enabling a good working relationship and
encouraging a spirit of collaboration. Employees and managers work together to tackle the
roadblocks to success.
5. Introducing training programs
Performance reviews offer an excellent time to discuss additional training and continuing
education requirements. Professionals need to stay up-to-date on industry best practices. The
only way to ensure this happens, is to track training and offer programs internally. Not only do
training programs help keep employees current on new policies and procedures, they also help
keep employees on the cutting edge of technology. Office software, project management
solutions and even management philosophies change as businesses adapt to changes in the
marketplace. The success of an organization depends on every member, making training an
integral part of continued success.
The give and take of a formalized performance review system allows employees to feel
comfortable during their daily work activities. They receive positive reinforcement for a job well
done and corrections when necessary to correct bad work habits. It is important for employees to
know where they stand in their workplace. Work environments bring enough stress, without the
added worry about performance. Communication forms the foundation for all lucrative business
interactions. Formalized policies detailing how an employees performance is graded lower
stress levels, allowing employees to reach their full potential. The summarized information
gathered during reviews also helps streamline many management activities. Hiring, firing,
compensation determinations and training schedules all become part of the review process,
minimizing the necessary oversight for these tasks. Implement regular performance reviews and
see immediate benefits to productivity and job satisfaction.
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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
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.