Beruflich Dokumente
Kultur Dokumente
In this file, you can ref useful information about performance appraisal form for employees such
as performance appraisal form for employeesmethods, performance appraisal form for
employees tips, performance appraisal form for employeesforms, performance appraisal form for
employees phrases If you need more assistant for performance appraisal form for employees,
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
the appraisal, but the company terminates based on poor performance, the employee can use the
appraisal feedback to claim unemployment or sue for wrongful termination.
Inconsistent Interpretations
Appraisal forms often list around 10 criteria on which an employee is assessed. For some traits,
like dependability, reliability or communication, different supervisors may have different
interpretations on what these mean from an employee standpoint. This can cause two supervisors
to assess employees that perform very similarly in completely different ways. This can lead to
low morale among workers who are more intensely scrutinized and may contribute to a lack of
fairness in awarding raises, promotions and bonuses.
Employee Motivation
A primary objective of an employee evaluation is to motivate the worker toward stronger
performance by having the supervisor reinforce strengths and offer criticism and feedback on
weaknesses. However, employees typically view formal appraisals negatively and only tune in
long enough to find out if they get a raise or bonus. Some managers even read directly from the
appraisal form to avoid the strain of sharing bad news or criticisms. Employers can offer raises
without appraisals and getting the forms out of the way can encourage more direct methods of
motivation such as praise and rewards for results.
==================
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
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