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Performing one's duties is only part of the job. Some employees are technical whizzes but they
can't get along with their co-workers and they drag down the team's performance. To be fair and
balanced, you also must rate how well the employee interacts with team members, people in
other offices and customers. Provide an example or two to support the rating you give the
employee in this area.
Further Skill-Building
Most managers don't like to include Areas for Improvement in an appraisal because it sounds
like criticism. It is important, however, to give the employee a path toward professional growth
and you can do this in a positive light by using the heading Further Skill-Building. Use this
section to explain what the employee must do to reach the next level. This may be training,
increased responsibility or a greater level of self-dependence. This portion of the appraisal serves
as a work plan against which you can measure the employee's performance in the next rating
period.
Employee Comments
Present the appraisal to your employee as a draft that can be changed if appropriate. For
example, the employee may remember an achievement that you left out. If, however, you believe
that a criticism or a lower rating really is warranted, stick to your guns, but include a section for
the employee to add comments. This is where she can state any disagreement with the rating or
explain underlying reasons for a less-than-stellar performance. It allows the employee to feel that
she got to state her case without compromising the integrity of your assessment.
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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
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