Performance appraisal format for employees

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I. Contents of getting performance appraisal format for employees

==================The HR Officer or Manager has the dreaded task of preparing all the performance appraisal evaluation forms but the one who does the evaluation will usually be the direct supervisors. Performance appraisal is very important in an organization because it is imperative to maintain a highly motivated and good quality employees, and this is very important if you want to reach your long-term goals and objectives. In an organization, the most important asset is the manpower. The HR Department has to know if they have properly deployed qualified employees in the operations. The department has to know how to motivate the employees and this can be done through an interview. Performance appraisal should also be done if the organization wants to have self sustaining daily operations.

But first, what actually is a performance appraisal and why is it necessary to have an evaluation form? A performance appraisal or sometimes known as an employee appraisal is a process or a method in which the performance of an employee is appraised or evaluated usually in terms of quantity, quality, time and cost. The major purposes of this are to provide comments to your employees; recognize and identify whether your employees are in need of training; to provide a documentation criteria employed to allocate organizational rewards; create a basis or a guide for personnel decisions like promotions and salary increases; give the opportunity for the organizational examination or diagnosis for its progress and development; make possible the communication between the administration or the management and the employees; to validate and confirm the selection methods and HR policies and rules; and to be able to adhere to the federal Equal Employment Requirement needs.

Every performance appraisal course has a different presentation, approach, technique, etc. depending on the needs of the organization. This is where strategic management comes in.

It is also important for an organization to use a uniform evaluation form when conducting a performance appraisal to make sure that they have a consistent criteria and guidelines which can become the basis for future HR decisions. These forms will be kept in each employee files and some companies refer to this file as the Employee 201 file. The name differs from one organization to another though.

Performance appraisal should be thought of as a continuing developmental process rather than a formal monthly or annual review. It should be well monitored and closely monitored by both the HR and the employee to make sure that the targeted results and objectives are being met. There are actually a few things to remember before giving the evaluation to the employee:

1. First, you have to make sure that you give the employee advance notice.1. Review mutually the unspoken and agreed expectations in connection to the job duties and the standards.1. Take a look at the job performance and compare them to the standards.1. Steer clear from paying close attention to a number of things from that job at the expense of the other.1. Make sure that you review the employees background which includes training, skills and experience.1. Concentrate on areas that are more important.1. Make sure to create a development plan that can include training and other projects.

Performance appraisal is a must for each organization whether profit or not profit organization because this will facilitate Total Quality Management, which means that your productivity will continuously improve in terms of quality and this creates a win situation both for the organization and the employee.

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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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