Documente Academic
Documente Profesional
Documente Cultură
Bishwajit Mazumder
Nursing Instructor
Dhaka Nursing College, Dhaka
E. mail: mbishwa@rocketmail.com
PERFORMANCE APPRAISALSYSTEM
Introduction:
Performance appraisal (PA) is an important management tool to assess
employees efficiency in the workplace, (Pearce & Porter 1986), as a structured
formal interaction between a subordinate and supervisor that usually takes the form of
a periodic interview (annual or semi annual) to evaluate the work performance. PA is
intended to engage, align, and coalesce individual and group effort to continually
improve overall organizational mission accomplishment (Grubb 2007). , performance
appraisal serves another important purpose by making sure that the bosss
expectations are clearly communicated. A good performance appraisal points out
areas where individuals need to improve their performance. The performance
appraisal process is commonly used to make sure that every member of the
organization sets and achieves effective goals.
Definition :
The term performance appraisal refers to the process by which an
individuals work performance is assessed. Performance appraisal has been defined as
the process of identifying, evaluating and developing the work performance of
employees in the organization, so that the organizational goals and objectives are
more effectively achieved, while at the same time benefiting employees in terms of
recognition, receiving feedback, catering for work needs and offering career guidance
(Lansbury, 1988).
Or,
Performance appraisal is the formal process of observing and evaluating an
employees performance (Erdogan, 2002).
Or,
Performance appraisal is the systematic evaluation of individuals with
respect to their performance on the job and their potential development.
(Beach, 1985: 205)
The history of performance appraisal is quite brief. Its roots in the early 20th
century can be traced to Taylor's pioneering Time and Motion studies. As a distinct
and formal management procedure used in the evaluation of work performance,
appraisal really dates from the time of the Second World War - not more than 60 years
ago. Yet in a broader sense, the practice of appraisal is a very ancient art. In the scale
of things historical, it might well lay claim to being the world's second
oldestprofession! There is, says Dulewicz (1989), "... a basic human tendency to make
judgments about those one is working with, as well as about oneself." Appraisal, it
seems, is both inevitable and universal. In the absence of a carefully structured system
of appraisal, people will tend to judge the work performance of others, including
subordinates, naturally, informally and arbitrarily. The human inclination to judge can
create serious motivational, ethical and legal problems in the workplace. Without a
structured appraisal system, there is little chance of ensuring that the judgements
made will be lawful, fair, defensible and accurate.
f.
See the gap between the actual and desire performance of the employees
g.
performance and not personality, personality traits which are not relevant to job
performance should be excluded from the appraisal framework.
Some of the important considerations in designing a performance appraisal system
are:
a. Goal: The job description and the performance goals should be
structured, mutually decided and accepted by both management and
employees.
b. Reliable and consistent: Appraisal should include both objective and
subjective ratings to produce reliable and consistent measurement of
performance.
c. Practical and simple format: The appraisal format should be
practical, simple and aim at fulfilling its basic functions. Long and
complicated formats are time consuming, difficult to understand, and
do not elicit much useful information.
d. Regular and routine: While an appraisal system is expected to be
formal in a structured manner, informal contacts and interactions can
also be used for providing feedback to employees.
e. Participatory and open: An effective appraisal system should
necessarily involve the employee's participation, usually through an
appraisal interview with the supervisor, for feedback and future
planning. During this interview, past performance should be discussed
frankly and future goals established. A strategy for accomplishing these
goals as well as for improving future performance should be evolved
jointly by the supervisor and the employee being appraised. Such
participation imparts a feeling of involvement and creates a sense of
belonging.
f. Rewards : both positive and negative - should be part of the
performance appraisal system. Otherwise, the process lacks impact.
g. Feedback should be timely: Unless feedback is timely, it loses its
utility and may have only limited influence on performance.
h. Impersonal feedback: Feedback must be impersonal if it is to have
the desired effect. Personal feedback is usually rejected with contempt,
and eventually de-motivates the employee.
a. Supervisor Appraisal
Performance appraisal done by an employees manager and often reviewed
by a manager one level higher.
b. Peer Appraisal
Performance appraisal done by ones fellow employees, generally on forms
that are complied into a single profile for use in the performance interview conducted
by the employees manager
c. Self-Appraisal
Performance appraisal done by the employee being evaluated, generally on
an appraisal form completed by the employee prior to the performance review.
d. Subordinate Appraisal
Performance appraisal of a superior by an employee, which is more
appropriate for developmental than for administrative purposes.
e. Team Appraisal
Performance appraisal, based on TQM concepts, that recognizes team
accomplishment rather than individual performance.
c. Measuring performance
i. Prepare.
HR dept. should prepare all materials, notes agreed tasks and records of
performance, achievements, incidents, reports etc anything pertaining to
performance and achievement.
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The feedback should be given with a positive attitude as this can have an
effect on the employees future performance.
The purpose of the meeting should be to solve the problems faced and
motivate the employees to perform better.
The results, the problems and the possible solutions are discussed with
the aim of problem solving and reaching consensus
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a. Tradition Methods:
There are several techniques of performance appraisal, each with some
strong points as well as limitations. Oberg (1972) has summarized some of the
commonly used performance appraisal techniques.
(i) Essay appraisal method
The assessor writes a brief essay providing an assessment of the strengths,
weaknesses and potential of the subject. In order to do so objectively, it is
necessary that the assessor knows the subject well and should have interacted
with them. Since the length and contents of the essay vary between assessors,
essay ratings are difficult to compare.
ii) Paired comparison:
The paired comparison method systematizes ranking and enables better
comparison among individuals to be rated. Every individual in the group is
compared with all others in the group. The evaluations received by each
person in the group are counted and turned into percentage scores. The
scores provide a fair idea as to how each individual in the group is judged by
the assessor
iii) Critical incident appraisal method
In this method, a supervisor describes critical incidents, giving details of
both positive and negative behavior of the employee. These are then
discussed with the employee. The discussion focuses on actual behavior
rather than on traits. While this technique is well suited for performance
review interviews, it has the drawback that the supervisor has to note down
the critical incidents as and when they occur. That may be impractical, and
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may delay feedback to employees. It makes little sense to wait six months or
a year to discuss a misdeed, a mistake or good display of initiative.
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iv) Assessmentcenters:
This technique is used to predict future performance of employees were
they to be promoted. The individual whose potential is to be assessed has to
work on individual as well as group assignments similar to those they would
be required to handle were they promoted. The judgment of observers is
pooled, and paired comparison or alteration ranking is sometimes used to
arrive at a final assessment. The final assessment helps in making an orderof-merit ranking for each employee. It also involves subjective judgment by
observers.
V) Alteration ranking method:
The individual with the best performance is chosen as the ideal employee.
Other employees are then ranked against this employee in descending order
of comparative performance on a scale of best to worst performance. The
alteration ranking method usually involves rating by more than one assessor.
The ranks assigned by each assessor are then averaged and a relative ranking
of each member in the group is determined. While this is a simple method, it
is impractical for large groups. In addition, there may be wide variations in
ability between ranks for different positions.
vi) Person-to-person rating:
In the person-to-person rating scales, the names of the actual individuals
known to all the assessors are used as a series of standards. These standards
may be defined as lowest, low, middle, high and highest performers.
Individual employees in the group are then compared with the individuals
used as the standards, and rated for a standard where they match the best.
The advantage of this rating scale is that the standards are concrete and are in
terms of real individuals. The disadvantage is that the standards set by
different assessors may not be consistent. Each assessor constructs their own
person-to-person scale which makes comparison of different ratings difficult.
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1. Establishin
g
slandered
2.
Communicating
8.
Development
3. Planning
7. Decision
making
6. Feed back
Process of P/A
4. Monitoring
performance
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5. Appraising
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d. Monitoring performance:
Performance appraisal is a continuous process, involving ongoing feedback.
Even though performance is appraised annually, it has to be managed 'each
day, all year long.' Monitoring is a key part of the performance appraisal
process. It should involve providing assistance as necessary and removing
obstacles rather than interfering. The best way to effectively monitor is to walk
around, thus creating continuous contacts, providing first-hand information,
and identifying problems, which can then be solved promptly.
e. Appraising:
This stage involves documenting performance through observing, recalling,
evaluating, written communication, judgment and analysis of data. This is like
putting together an appraisal record.
f. Feedback:
After the formal appraisal stage, a feedback session is desirable. This session
should involve verbal communication, listening, problem solving, negotiating,
compromising, conflict resolution and reaching consensus.
g. Decision making:
On the basis of appraisal and feedback results, various decisions can be
made about giving rewards (e.g., promotion, incentives, etc.) and punishments
(e.g., demotion). The outcome of an appraisal system should also be used for
career development.
h. Development of performance:
The last stage of performance appraisal is 'development of performance,' or
professional development, by providing opportunities for upgrading skills and
professional interactions. This can be done by supporting participation in
professional conferences or by providing opportunities for further study. Such
opportunities can also act as incentives or rewards to employees.
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There are four phases of performance appraisal system. These are as follows:
a.
b.
c.
d.
Preparing Phase
Writing Phase
Delivering Phase
Producing Phase
a. Preparing Phase:
The preparation process comprises:
Reviewing own observation by going through the employee work record of
the current review cycle vis--vis the employee JD and the goals set.
Gathering information from different sources.
b. Writing Phase:
The writing phase of the performance appraisal process comprises
completing the Performance Appraisal Form.
Before filling the form, the appraiser should be sure that s/he has got
proper training in that regard.
c. Delivering Phase:
Delivery phase involves exposing the appraisal report to the employee
through a one-to-one private meeting. It involves:
Meeting the employee in private;
Discussing the employee's strengths first, covering each point in detail
in order to set a positive tone to start the discussion.
Apprising the employee of the weaknesses surfaced during the review
period and discussing with her/him their reasons and proposing the
strategy for improvement with keen interest;
Making necessary changes in the report, if felt appropriate, during the
discussion;
Allowing the employee to read the final report through ample time
offered to do so.
d. Producing Phase:
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a. Appraisal discomfort:
Performance appraisal process cuts into managers time. Experience can
be unpleasant when employee has not performed well.
b. Lack of objectivity:
In rating scales method, commonly used factors such as attitude,
appearance, and personality are difficult to measure. Factors may have little
to do with employees job performance. Employee appraisal based primarily
on personal characteristics may place evaluator and company in untenable
positions .
c. Leniency/Strictness :
Leniency - Giving undeserved high ratings
Strictness - Being unduly critical of employees work performance
Worst situation is when firm has both lenient and strict managers and does
nothing to level inequities .
d. Central Tendency :
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Many a times to be on the safer side the rater would put the rate on
average scores. This happens because of 2 reasons first of all if the rater
does not want low scores to the rate. Secondly, if he himself is not competent
and would not like to show his incompetency.
e. Halo error/Horn error:
Halo error - Occurs when manager generalizes one positive performance
feature or incident to all aspects of employee performance resulting in
higher rating
Horn error - Evaluation error occurs when manager generalizes one
negative performance feature or incident to all aspects of employee
performance resulting in lower rating
f. Recent behavior bias:
Employees behavior often improves and productivity tends to rise several
days or weeks before scheduled evaluation. Only natural for rater to
remember recent behavior more clearly than actions from more distant past.
Maintaining records of performance
g. Personal bias:
Personal preferences of the supervisor will bias performance appraisals
also. There is a tendency to judge others more positively when they are like
oneself. There is also a tendency to place most weight on the events that
have occurred most recently. This is called regency syndrome. The
supervisor should be careful to consider events and behaviors that occurred
throughout the entire period covered by the review.
h. Manipulating evaluation:
Sometimes, managers control virtually every aspect of appraisal process
and are in position to manipulate system.
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Example: Want to give pay raise to certain employee. Supervisor may give
employeea undeserved high performance evaluation.
i. Employee anxiety:
Evaluation process may create anxiety for appraised employee.
Opportunities for promotion, better work assignments, and increased
compensation may hinge on results
a.
b.
c.
d.
e.
f.
g.
h.
i.
j.
k.
l.
m.
n.
o.
a. Providing Feedback:
Providing feedback is the most common justification for an organization to
have a performance appraisal system. Through its performance appraisal process the
individual learns exactly how well she did during the previous twelve months and can
then use that information to improve her performance in the future. In this regard,
performance appraisal serves another important purpose by making sure that the
bosss expectations are clearly communicated.
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Conclusion:
In sophisticated, well-managed organizations, performance appraisal is the
single most important management tool. No other management process has as much
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influence over individuals careers and work lives. Used well, performance appraisal
is the most powerful instrument that organizations have to mobilize the energy of
every employee of the enterprise toward the achievement of strategic goals. Used
well, performance appraisal can focus every persons attention on the organizations
mission, vision, and values. It provides a basis for identifying and correcting
disparities in performance. Thus, it is activities oriented and is a rational, formalized,
legitimate test using observation and judgment. Systematically, PA reviews each
employees work performance during a specific period, evaluates and records it for
future reference
Reference:
1.
2.
3.
4.
http://appraisal.naukrihub.com/technique-performance-appraisal.html.
http://appraisal.naukrihub.com/process.htm.
http://www.hruilties.com/2011/05/performance-appraisal
Gorte D.(2002) The Performance Appraisal Question and Answer Book:
survival guide for manager.