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problem. Work with department heads, each employees direct supervisor and individual
employees to set the performance goals for which staff members will be held accountable. If you
dont have written job descriptions for each employee, create them to help guide your goalsetting, assist supervisors in managing subordinates and allow employees to understand exactly
whats expected of them.
Analyze Objective and Subjective Performance Metrics
Once youve set your goals and objectives, review the performance of your employees. In
addition to analyzing objective measurements, such as attendance and outputs, look at subjective
performance characteristics. These can include employee innovation, people skills, leadership
abilities, teamwork and contribution to company morale. Use a point scale from 1 to 10 to rate
how well employees perform in each area. Assign a final score to each employees overall
performance, based on how each position -- not employee -- performed for the company based
on your expectation for the position when you created it.
Conduct Employee Reviews
Using your goals, objectives, measurements and analysis of position performance, hold an
annual performance review for each employee. List the objectives you set for each employee and
his position and write the outcomes, possible reasons for them, what response you might need to
take based on these outcomes and whether or not you need to reassess the employees job
description. Get input from managers before you meet with employees, and allow employees to
submit a pre-review self-assessment with recommendations.
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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.
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