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What factors may have affected performance? What factors may have been beyond the
employee's control?
Were expectations reasonable? Attainable?
What performance expectations were met? Exceeded? List specific examples.
How have I formed my opinions about the employee's performance? Have I been fair and
objective?
Lastly, set a positive tone. Schedule the performance appraisal meeting with your employee in
advance, allowing enough time for he/she to prepare for the meeting. Whatever you do, do not
downplay the importance of the performance appraisal process. Check out Joan Henshaw's
thoughts on this topic in her article: Performance Appraisal - 5 Sure Fire Ways to Fail.
2. Provide a comfortable and professional environment.
The performance appraisal meeting is an important business discussion. As such, you should
plan to hold the meeting in a professional and comfortable environment. Ideally, provide a
conference room, versus your office or a restaurant. Why do managers believe that holding the
performance appraisal discussion in a restaurant is a good idea? If you want to take an employee
out to lunch go ahead and do it, just dont conduct the performance appraisal meeting at lunch.
Plan to make yourself unavailable for any interruptions during the meeting. Your focus and
attention should be on the employee, not other business issues, cell phone calls, text messages
and the like.
3. Emphasize the future.
While an important aspect of performance appraisal is the review and documentation of
accomplishments and overall performance for a given period of time, it is even more important
to focus on the future. Remember that whats done is done, and that the primary focus should
be on the next performance period. During the discussion, place significant emphasis on how
future performance objectives can be achieved and how standards can be met or exceeded. Past
performance issues should be viewed as lessons for the future.
4. Start with the employees self-assessment.
Review the employee's self-evaluation to begin the meeting. Ask questions to ensure that you
understand the employee's perspective and listen closely to employee responses. Provide
supportive comments where your evaluation agrees with the employees. Also, comment on, but
dont review in detail yet, those areas where there may be disagreement.
performance appraisal system5. Review your evaluation and provide feedback.
Provide feedback on results that have been achieved and performance as compared to
established performance standards.
Highlight areas of agreement and then discuss areas where there may be disagreement.
Share your specific observations, including examples, and the rationale behind your
judgment.
Give the employee the opportunity to share their perspective and provide facts or
circumstances that affected their performance.
Employees are more likely to react favorably to positive rather than negative feedback, even
when the employee is expecting negative feedback. As such, it is important to provide negative
or critical feedback concerning employee performance in a way that is constructive and helpful.
Constructive feedback is provided with the purpose of developing or enhancing the individuals
performance or changing behaviors. Destructive feedback provides little developmental
direction for an employee and creates a relationship lacking trust, honesty, and compassion.
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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.
3. Rating Scale
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 Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.