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Objectives of Performance Appraisal

Performance appraisal is the process of systematically evaluating an employee's job performance and using the results to help employees improve their performance. The goals of performance appraisal include measuring how well employees are performing against expectations, identifying training needs, and making decisions about compensation and promotions. There are several methods for conducting performance appraisals, including rating scales, essays, critical incident reports, management by objectives, 360-degree feedback, and forced ranking/distributions. Performance appraisals aim to both measure past performance and improve future potential.

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Neelam Singh
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105 views4 pages

Objectives of Performance Appraisal

Performance appraisal is the process of systematically evaluating an employee's job performance and using the results to help employees improve their performance. The goals of performance appraisal include measuring how well employees are performing against expectations, identifying training needs, and making decisions about compensation and promotions. There are several methods for conducting performance appraisals, including rating scales, essays, critical incident reports, management by objectives, 360-degree feedback, and forced ranking/distributions. Performance appraisals aim to both measure past performance and improve future potential.

Uploaded by

Neelam Singh
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Performance appraisal

Performance appraisal is the process of obtaining, analyzing and recording information about the
relative worth of an employee. The focus of the performance appraisal is measuring and
improving the actual performance of the employee and also the future potential of the employee.
Its aim is to measure what an employee does.

According to Flippo, a prominent personality in the field of Human resources, "performance


appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the
matters pertaining to his present job and his potential for a better job." Performance appraisal is a
systematic way of reviewing and assessing the performance of an employee during a given
period of time and planning for his future.

It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to
analyze his achievements and evaluate his contribution towards the achievements of the overall
organizational goals.

By focusing the attention on performance, performance appraisal goes to the heart of personnel
management and reflects the management's interest in the progress of the employees.

Objectives of Performance appraisal:


 To review the performance of the employees over a given period of time.
 To judge the gap between the actual and the desired performance.
 To help the management in exercising organizational control.
 Helps to strengthen the relationship and communication between superior – subordinates
and management – employees.
 To diagnose the strengths and weaknesses of the individuals so as to identify the training
and development needs of the future.
 To provide feedback to the employees regarding their past performance.
 Provide information to assist in the other personal decisions in the organization.
 Provide clarity of the expectations and responsibilities of the functions to be performed
by the employees.
 To judge the effectiveness of the other human resource functions of the organization such
as recruitment, selection, training and development.
 To reduce the grievances of the employees.

Appraisal method

Performance appraisal methods


Performance appraisal management material.
I. Performance appraisal methods

(Tools of ) Performance appraisal methods include 11 appraisal methods / types as follows:

1. Critical incident method

The critical incidents for performance appraisal is a method in which the manager writes down
positive and negative performance behavior of employees throughout the performance period

2. Weighted checklist method

This method describe a performance appraisal method where rater familiar with the jobs being
evaluated prepared a large list of descriptive statements about effective and ineffective behavior
on jobs

3. Paired comparison analysis

Paired comparison analysis is a good way of weighing up the relative importance of options.
A range of plausible options is listed. Each option is compared against each of the other options.
The results are tallied and the option with the highest score is the preferred option.

4. Graphic rating scales

The Rating Scale is a form on which the manager simply checks off the employee’s level of
performance.
This is the oldest and most widely method used for performance appraisal.

5. Essay Evaluation method

This method asked managers / supervisors to describe strengths and weaknesses of an


employee’s behavior. Essay evaluation is a non-quantitative technique
This method usually use with the graphic rating scale method.

6. Behaviorally anchored rating scales

This method used to describe a performance rating that focused on specific behaviors or sets as
indicators of effective or ineffective performance.
It is a combination of the rating scale and critical incident techniques of employee performance
evaluation.

7. Performance ranking method

Ranking is a performance appraisal method that is used to evaluate employee performance from
best to worst.
Manager will compare an employee to another employee, rather than comparing each one to a
standard measurement.
8. Management By Objectives (MBO) method

MBO is a process in which managers / employees set objectives for the employee, periodically
evaluate the performance, and reward according to the result.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods)

9. 360 degree performance appraisal

360 Degree Feedback is a system or process in which employees receive confidential,


anonymous feedback from the people who work around them. This post also include information
related to appraisal methods such as 720, 540, 180…

10.Forced ranking (forced distribution)

Forced ranking is a method of performance appraisal to rank employee but in order of forced
distribution.

For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80
percent in the middle, and 10 percent in the bottom.

11. Behavioral Observation Scales

Behavioral Observation Scales is frequency rating of critical incidents that worker has
performed.

II. Related documents

• Performance appraisal examples

• Purpose of performance appraisal

• Performance appraisal procedure

• Performance appraisal handbook

III. Best performance appraisal resources

1. Phrases For Performance Appraisals. Benefits of this ebook include: A collection of


hundreds of ready-to-use impactful appraisal comments and phrases; Phrases to highlight your
key strengths and achievements; Phrases to downplay your weaknesses to soften the impact on
your overall performance; A comprehensive list of phrases covering most of the categories of
KPIs used by many companies; Guidebook provided in Microsoft Word softcopy for your easy
copy, paste and modify in your appraisal form; Guidebook provided in Microsoft Excel
spreadsheet so that you can use it also for your employees’ appraisals and easy moderation! etc
2. Employee Performance Appraisals Forms. Benefits of this ebook include: Make your
“fair” help good & make your “good” help great; Improve efficiency; Save hours upon hours of
time; Get what you want out of every hourly dollar you pay your employees! Even your best
employees need to know they are appreciated; Impress your boss or, if you are the boss,
motivate your staff by giving them the feedback they NEED to be a better employee etc

3. Employee Performance Review: Tips, Templates & Tactics.  Contents of this ebook
include: Probation policies and templates, performance review tips, performance appraisal tips;
Performance review tips, performance appraisal tips performance review policies and
templates; Performance review tips, performance appraisal tips learning & development
policies and templates; Performance review tips, performance appraisal tipspoor work
performance policies and templates etc

4. Managers Guide to Performance.  Contents of this ebook: How to deal with an employee
who displays negative behavior….help them deal with their own issues and change their
behavior; How to coach an employee to higher performance….employees want your leadership
and will follow a strong manager; How to be clear about what you expect from them….an
employee always wants to know how to best perform; How to give your employees the
opportunities to perform……if they can’t or won’t, then how to let them go.

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