Performance Appraisal Methods
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Performance Appraisal Methods Performance appraisals are carried out by the HR department of the companies in order to evaluate the performances of its employees and to bring about improvement in them. Here we have discussed about some effective performance appraisal methods. Ads by Google Employee Performance Don't make mistakes get our proven HR documents readyhrdocs.com 360 Degree Feedback Trusted in 50+ languages. Great support. Quantity discounts. www.panoramicfeedback.com Performance Tasks Standards-Based Rubrics and Benchmark Papers www.exemplars.com Performance appraisal is an integral part of performance management. Usually, it is done once in a year. Apart form improving the employee performance upto its maximum potential, it has several other benefits. Like, it is a kind of feed back given to the employees by the employer, it gives the employees an opportunity to communicate with the employer. Also, the employee becomes aware of the roles, responsibilities and expectations of the employers through these performance appraisals. It helps the employers to recognize the competency levels of the employees. The employers come to know if there is requirement for any further employee training through performance appraisals. It is also useful in deciding on the allocation of rewards to the employees, according to their performance like salary hike or promotions. There are various types of performance appraisal methods that are used by different companies. To know more read on performance appraisals. Performance Appraisal Based on Ranking In this method, the performances of all the employees are compared with one another and not to any definite standard measurement. The performances are represented graphically where they are ranked in the range of best to worst as per their performances. Usually, maximum number of employees are found in the middle of the curve, as it represents employees with an average performance while the best and the worst performers are at the either ends of the curve. This method helps to choose the best performer among the best of the performances. This method is applicable only on those employees who are doing the same kind of job. The disadvantage of this method is that it can trigger off rivalry among its employees, which may adversely affect the working environment. Moreover, a negative performer is labeled as a loser in this method which may affect the motivation of the concerned employee. Performance Appraisal Based on Rating Here evaluation of the performance is based upon certain traits of the employees. Some of the key traits that are included for this purpose are employee motivation, attitude, flexibility, quality of work, quantity of work, cooperativeness, participation in team work and so on. Every employee is graded on each of these traits. Usually, it is done objectively by yes/no or satisfactory/unsatisfactory check boxes. The disadvantage of this method is that there is no specific definition for any given trait. Evaluation of a particular trait can vary from one person to the other. This may create confusion among the employees and give rise to tension between the employee and the employer. Performance Appraisal Based on Behavior Also known as behaviorally anchored rating scales. It is slightly different from any other job performance appraisal methods. As the name suggests, the performance is rated from best to worst according to the behavior pattern required for a given job. However, it does not take into account the trait and personality factors. All the dimensions of job behaviors that are relevant for a particular job has to be included in the scale and thus, a clear standard is developed. For this kind of analysis, thorough knowledge of the job behavior, required for a specific job is a must. However, this is a slightly complicated as well as time consuming process because for each type of job, a suitable scale has to be constructed. Topics Performance Appraisals Employee Incentives Employee Management Employee Motivation Employee Performance Human Resources Key Performance Indicators (KPI) Performance Management Salary Negotiation Career Development Employee Training Ads by Google Board Evaluation Online Best Practice Framework Cost Effective and Easy to Use www.governancebestpractice.com Improve Plant Performance Join ARC Benchmarking Consortium Over 50 Metrics Available www.arcweb.com/Benchmarking/ Lower Training Costs Use hosted SARAS LMS. No Servers. No tech team. Contact for quote. corporate.excelindia.com/ Home World News Latest Articles Escape Hatch Topics Free eCards Endless Buzz Performance Appraisal Methods http://www.buzzle.com/articles/performance-appraisal-methods.html 1 of 3 2011-04-09 9:06 AM
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Performance Appraisal Methods
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Performance Appraisal MethodsPerformance appraisals are carried out by the HR department of the companies in order to evaluate theperformances of its employees and to bring about improvement in them. Here we have discussed aboutsome effective performance appraisal methods.
Ads by Google
Employee Performance Don't makemistakes get our proven HR documents readyhrdocs.com
360 Degree Feedback Trusted in50+ languages. Great support. Quantitydiscounts. www.panoramicfeedback.com
Performance Tasks Standards-Based Rubrics andBenchmark Papers www.exemplars.com
Performance appraisal is an integralpart of performance management.Usually, it is done once in a year.Apart form improving the employee performance upto its maximum potential, it has several otherbenefits. Like, it is a kind of feed back given to the employees by the employer, it gives theemployees an opportunity to communicate with the employer. Also, the employee becomes awareof the roles, responsibilities and expectations of the employers through these performanceappraisals. It helps the employers to recognize the competency levels of the employees. Theemployers come to know if there is requirement for any further employee training throughperformance appraisals. It is also useful in deciding on the allocation of rewards to the employees,according to their performance like salary hike or promotions. There are various types ofperformance appraisal methods that are used by different companies. To know more read onperformance appraisals.
Performance Appraisal Based on RankingIn this method, the performances of all the employees are compared with one another and not toany definite standard measurement. The performances are represented graphically where theyare ranked in the range of best to worst as per their performances. Usually, maximum number ofemployees are found in the middle of the curve, as it represents employees with an averageperformance while the best and the worst performers are at the either ends of the curve. Thismethod helps to choose the best performer among the best of the performances. This method isapplicable only on those employees who are doing the same kind of job. The disadvantage of thismethod is that it can trigger off rivalry among its employees, which may adversely affect theworking environment. Moreover, a negative performer is labeled as a loser in this method whichmay affect the motivation of the concerned employee.
Performance Appraisal Based on RatingHere evaluation of the performance is based upon certain traits of the employees. Some of thekey traits that are included for this purpose are employee motivation, attitude, flexibility, quality ofwork, quantity of work, cooperativeness, participation in team work and so on. Every employee isgraded on each of these traits. Usually, it is done objectively by yes/no orsatisfactory/unsatisfactory check boxes. The disadvantage of this method is that there is nospecific definition for any given trait. Evaluation of a particular trait can vary from one person tothe other. This may create confusion among the employees and give rise to tension between theemployee and the employer.
Performance Appraisal Based on BehaviorAlso known as behaviorally anchored rating scales. It is slightly different from any other jobperformance appraisal methods. As the name suggests, the performance is rated from best toworst according to the behavior pattern required for a given job. However, it does not take intoaccount the trait and personality factors. All the dimensions of job behaviors that are relevant for aparticular job has to be included in the scale and thus, a clear standard is developed. For this kindof analysis, thorough knowledge of the job behavior, required for a specific job is a must.However, this is a slightly complicated as well as time consuming process because for each typeof job, a suitable scale has to be constructed.
Topics
Performance Appraisals
Employee Incentives
Employee Management
Employee Motivation
Employee Performance
Human Resources
Key Performance Indicators(KPI)
Performance Management
Salary Negotiation
Career Development
Employee Training
Ads by Google
Board Evaluation
Online Best PracticeFramework Cost Effective andEasy to Usewww.governancebestpractice.com
Improve Plant Performance
Join ARC BenchmarkingConsortium Over 50 MetricsAvailablewww.arcweb.com/Benchmarking/
Lower Training Costs
Use hosted SARAS LMS. NoServers. No tech team.Contact for quote.corporate.excelindia.com/
Home World News Latest Articles Escape Hatch Topics Free eCards Endless Buzz
Performance Appraisal Methods http://www.buzzle.com/articles/performance-appraisal-methods.html
1 of 3 2011-04-09 9:06 AM
Performance Appraisal Based on ObjectiveThis method is called Management by Objectives (MBO). In this method, certain goals andobjectives are set by the employer after discussing them with the employees. The performance ofthe employees are evaluated periodically after they submit their status report from time to time.When there is a specific set of goals, the employee feels motivated and puts in the best possibleefforts to achieve the goals. This method often helps in obtaining higher levels of performancesfrom the employees. The disadvantage of this process is that in a way, every employee starts tooutperform the other which may result in an non cooperative atmosphere in the work place and inturn affecting the productivity.
There is one narrative based performance appraisal which is used along with other performanceappraisal methods. For this, the HR manager as well as the employee give written statements onthe performance of a particular employee. It can be done in two different ways. Either they canwrite whatever they wish to or there could be some given set of questions which needs to beanswered by both. You can also refer to 360 degree feedback - multisource feedback.
One cannot say which type of the performance appraisal method is the best. One method that issuitable for a company may not be right for others. To a great extent, it depends on the systemprevailing in the company. Sometimes, companies use more than one of these methods for betteranalysis of their employees.
By Bidisha Mukherjee
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