Benefit of performance appraisal
- 1. Benefit of performance appraisal In this file, you can ref useful information about benefit of performance appraisal such as benefit of performance appraisal methods, benefit of performance appraisal tips, benefit of performance appraisal forms, benefit of performance appraisal phrases … If you need more assistant for benefit of performance appraisal, 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 I. Contents of getting benefit of performance appraisal ================== There are many ways in which performance appraisal systems can bring value to your business or organisation – assuming you choose one that is well designed like Actus™ of course! All online performance appraisal systems should increase individual and overall performance through greater clarity and alignment of personal objectives against business goals. However, Actus™ takes this a step further as it ensures that the objectives are visible and accessible all year round and encourages regular review through the milestones and comment functionality. Most performance appraisal systems can help increase productivity by streamlining paper based processes and providing faster reporting. However, again Actus™ stands out from other performance appraisal systems as it has an open design which gives greater visibility and empowers managers and individuals to take control of the annual appraisal process, reducing the workload for HR and increasing accountability and buy-in by the end users. Unlike other performance appraisal systems, Actus™ has been designed to encourage meaningful year round performance conversations which increases employee engagement which is a business benefit in its own right. In fact many of our clients have introduced Actus™ as the foundation of their employee engagement or organisational development strategy and we would be happy to talk to you about this if you would like to get in touch. Actus™ reaches the parts that other performance appraisal systems don’t as it has also been designed to increase compliance and reduce risk through better documentation of all performance management processes through the 1 to 1, performance improvement appraisal and
- 2. recording of key qualifications. This allows organisations to demonstrate adherence to process and provides increased compliance. Although, many of these benefits result from our intelligent design and key features which act as a catalyst for culture change, we know that performance appraisal systems alone can’t deliver these benefits. This is why we partner with each organisation, helping them to implement the system successfully and guide the cultural transition. This is where the real organisational benefits arise. ================== III. Performance appraisal methods 1.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 i. Employees are ranked according to their performance levels. ii. It is easier to rank the best and the worst employee. Limitations of Ranking Method i. 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. ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. iii. When a large number of employees are working, ranking of individuals become a difficult issue. iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements.
- 3. 2. 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 – Rater’s biases 3. Checklist method Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings 4. Critical Incidents Method
- 4. The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment. 5. 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. 6. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.
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