Human resource management performance appraisal

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I. Contents of getting human resource management performance appraisal

==================The performance appraisal process is one that few look forward to. However, understanding the process can help managers and employees conduct a more fruitful appraisal. At the University of Texas at Dallas, managers are taught that "A chief purpose of any performance appraisal program is employee development. This goal is accomplished by helping the employee to do a better job and by developing in the employee the knowledge and skill to meet the future needs of the work unit and the institution."Establish a File

For managers to be effective and help employees develop skills and capabilities, its essential to begin the performance management process on the employee's first day. Create a file for each employee and record the accomplishments, areas for improvement and regular feedback throughout the year.Provide Regular Feedback

Regular feedback should occur at least once each quarter and more frequently if an employee needs encouragement or motivation. According to the American Society for Clinical Laboratory Science, The performance management process starts with employee planning and ends with an evaluation of employee progress. Managers and employees should meet to discuss planning and goals throughout the year. If possible, formally sitting down with your supervisor or manager on a quarterly basis is optimal. The process, at its best, is a collaborative one which should add value for both the employee and the employer.Employees thrive on feedback because it ensures they are performing job duties and responsibilities according to the companys expectations. The feedback can be given in a casual manner, provided the topic of the feedback is suitable for a casual meeting. Always document any feedback you provide to employees, even if its just to say great job.

Discipline Issues

Throughout the year, an employee may engage in behavior that warrants disciplinary action. Your companys procedure for addressing discipline should include a requirement to document every disciplinary action taken. All disciplinary issues and improvements are taken into account during the annual performance appraisal meeting.Management by Objectives

Management by objectives, or MBOs, is another step in the performance appraisal process used for some employees who have defined goals and steps to achieve each goal. These MBOs really should be reviewed quarterly to track progress or redefine the goal if neither of you see enough progress. MBOs are also particularly helpful to employees who are on a professional career track within your business.Conduct the Appraisal Meeting

As the time nears for scheduling the appraisal meeting, begin preparing the performance appraisal document. Many companies have lengthy forms that require managers to record relatively detailed information about the employees performance in all areas of the job. Performance is rated in areas such as job proficiency, interpersonal relationships, communication skills and aptitude.Some employers consider employee self-evaluations. In these cases, the employee should prepare her comments about her performance during the past year. Both the manager and the employee should feel comfortable during the appraisal meeting. Tension will just make the meeting agenda much more difficult and uncomfortable than it needs to be.Follow Up Action

After the performance appraisal meeting, there will likely be follow up matters such as discussing areas for improvement, establishing goals for the next year and confirming the employee's salary or wage increase. In addition, the manager and employee may schedule another time to discuss unresolvable issues that arise during the performance appraisal meeting.

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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 Methodi. Employees are ranked according to their performance levels.ii. It is easier to rank the best and the worst employee.Limitations of Ranking Methodi. 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.ii. 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.iii. When a large number of employees are working, ranking of individuals become a difficult issue.iv. 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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