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The supervisor shouldn't pressure the employee and should emphasize that she doesn't intend for
the employee to neglect his other duties. She needs to explain how she envisions the potential
new arrangement to work.
Employee to Boss: How Can I Best Help the Business?
If an employee asks how he can best help the business, he might mean exactly that --- or, he
might also be looking for other answers, such as reassurance that the small business is stable and
doing well. The boss should answer honestly; the answer might be as simple as telling the
employee to keep doing what he's doing. If there are other ways the employee can be helping,
however, the boss should up and give an overview of how the business itself is performing to
assist the employee in his efforts.
Employee to Boss: Do I Qualify for a Pay Raise?
An employee might ask if he qualifies for a pay raise. The boss should use specific information
about the company to inform her answer. For instance, the employee might qualify for a raise,
but the small business may be having trouble. The boss should explain the issue and how she's
seeking to remedy it --- after all, she doesn't want to lose valuable employees. Or, perhaps the
business is doing fine financially, but the employee needs to improve in certain areas to get a
raise. The boss should outline these areas and create a timeline in which the employee can
improve. The boss should be honest, courteous and respectful.
==================
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