Beruflich Dokumente
Kultur Dokumente
The performance review must occur atleast once in a year. Some companies review twice in a year.
However, as a part of Performance Management, the performance review is a continuing, ongoing activity
The Appraiser
HR Department
Table: Typical Graphic Rating Scale Employee Name................... Job title ................. Department ......................... Rate ............... Data ..................................
Quantity of work: Volume of work under normal working conditions Quality of work: Neatness, thoroughness and accuracy of work Knowledge of job A clear understanding of the factors connected with the job Unsatisfactory (1) Fair (2) Satisfacto ry (3) Good (4) Out Standi ng (5)
Performance
Extremely good
Points
7
Behavior
Can expect trainee to make valuable suggestions for increased sales and to have positive relationships with customers all over the country.
Good
Above average Average Below average Poor Extremely poor
6
5 4 3 2 1
Yes/No
Yes/No Yes/No Yes/No Yes/No
Under this method, the manager prepares lists of statements of very effective and ineffective behavior of an employee. These critical incidents or events represent the outstanding or poor behavior of employees on the job . July 20 Mr. Paul patiently attended to the major customers complaint. He is polite, prompt, enthusiastic in solving the customers problem. On the other hand the bad critical incident may appear as under: September 28 Mr. Paul stayed 45 minutes over on his break during the busiest part of the day. He failed to answer the store managers call thrice.
Essay Method
This method asked managers / supervisors to describe
Confidential Report
It is mostly used in government organizations. It is a
descriptive report prepared, generally at the end of every year, by the employees immediate superior. The report highlights the strengths and weaknesses of the subordinate.
Modern Methods
A process whereby the superior and subordinates of the organization jointly identify its common objectives, define each individuals major areas of responsibility. 1. 2. 3. Establishment of Goals Setting the performance standard Actual level of job attainment is compared with the goals agreed upon.
4.
Psychological Appraisals:
When psychologists are used for evaluations, they asses an individuals potential. The appraisal consists of in-depth
Assessment Centre
This not a technique of performance appraisal by itself. In fact,
this is a system or organization where assessment of several individual is done by experts by using various techniques. These techniques used role playing, case studies etc.