Performance appraisal jokes

In this file, you can ref useful information about performance appraisal jokes such as performance appraisal jokes methods, performance appraisal jokes tips, performance appraisal jokes forms, performance appraisal jokes phrases If you need more assistant for performance appraisal jokes, 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 performance appraisal jokes

==================Annual performance reviews are often a time of worry and stress for employees. Performance reviews provide support for raises, promotions, demotions and even firings. The annual appraisals are designed to help companies and their employees by offering a communication tool to increase the level of understanding between employer and employee, highlight expectations and praise work that's well done. You can ease the anxiety of annual reviews by slipping in some appropriate humor.Step1Review each employee's job description. Job descriptions should include the employee's responsibilities and working relationships with other co-workers. If your job descriptions are vague or outdated, update them to accurately reflect the current jobs at your company. Make notes on how well each employee is carrying out the duties and responsibilities of her job.Step2Make a list of the points to include in your appraisals. Although you are going to add humor to the reviews, you still need to have constructive, detailed feedback in your appraisals to make them effective. You should include qualitative and quantitative factors. Qualitative assessments are more subjective and include your impressions of the employee, such as having an easygoing temperament, being a hard worker or having a good sense of humor. Quantitative assessments are more objective and can be measured. A quantitative assessment may include sales conversion rates, productivity amounts or awards and recognition from your industry.Step3Add positive humor to your review. Start your review with a funny anecdote about the employee or add a reference to a well-known workplace joke. When using humor, if your jokes involve the employee, ensure that the jokes are not mocking the employee but are in an affectionate, benevolent tone. You might want to point out how the one day an employee was late, the company happened to have a crisis, for instance, to jokingly illustrate how important the employee is to your company.Step4Include humorous quotes or anecdotes about the employee from fellow co-workers. Employees often have closer contact with their peers than with their managers, and many of them can offer a host of funny tales about each other. Choose a short, positive story to include in your review and stay away from insulting jokes or sarcastic remarks made by fellow employees.Step5Show your review to a fellow manager to get a second opinion on your humor. Your co-worker should be able to understand the humor and not feel offended by it. If your joke does not make sense or is borderline offensive, the other manager should let you know.==================

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.

III. Other topics related to Performance appraisal jokes (pdf, doc file download)

Top 28 performance appraisal formsperformance appraisal comments 11 performance appraisal methods 25 performance appraisal examplesperformance appraisal phrasesperformance appraisal processperformance appraisal templateperformance appraisal systemperformance appraisal answersperformance appraisal questionsperformance appraisal techniquesperformance appraisal formatperformance appraisal templatesperformance appraisal questionnaireperformance appraisal softwareperformance appraisal tools performance appraisal interviewperformance appraisal phrases examplesperformance appraisal objectivesperformance appraisal policyperformance appraisal letterperformance appraisal typesperformance appraisal quotesperformance appraisal articles