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