Best performance appraisal
- 1. Best performance appraisal In this file, you can ref useful information about best performance appraisal such as best performance appraisal methods, best performance appraisal tips, best performance appraisal forms, best performance appraisal phrases … If you need more assistant for best 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 best performance appraisal ================== Performance appraisals are like a rite of passage in the world of work. As employees, we're often involved in them whether we like it or not. But how often do you think about how to get the most out of them? Here are 10 tips for doing just that. 1. Acknowledge that it's necessary Feedback is the best way of ascertaining whether we're getting better at what we do, but don't feel obliged to put up with out-of-date performance appraisal processes. Today, we're used to getting regular feedback and communications online. There is an increasing recognition that the old-style appraisals are antiquated and not fit for purpose, so employers are changing their approach. They are using more coaching skills and more multimedia in their communications. There has been an improvement in the quality of process but not necessarily in the speed of interaction and feedback. 2. Think about context You need to think about how good your boss is at this type of process. How are performance appraisals conducted in your organisation? Is it a dull, routine activity that people shy away from or is it more vibrant? Even though the organisation may say that performance appraisals are important, how seriously does it really take them?
- 2. They are an opportunity for you to explore where you want to go, alongside understanding what the options may be. Gather evidence about your past performance and think about what you want in the future. 3. Assess your attitude towards your job Don't go through your appraisal just for the sake of it. Consider what the value of the process is to you. Is it something that you look forward to or is it the complete opposite? An appraisal gives you many opportunities to plan what you want to do next in your work, so grasp those opportunities with both hands. If you're serious about this job, you need to go for it. If not, then it's a good time to consider whether the role is right for you. 4. Make a wishlist What do you want from your performance appraisal? A map of your future career? Maybe you're looking to build your confidence or get a sense of your future in this organisation and any training you might want to do. You might want to ask what opportunities to learn and develop are there going to be in the future. 5. Make sure it happens If you're due your appraisal, but don't get it, you may have to insist on having it. Speak face-to- face with your boss and explain why you feel it's important and agree a time to have the discussion. If you don't get what you want, you can talk to your organisation's HR team as it is responsible for appraisals or if you have a mentor in the company, you could also ask their advice. As a last resort, you can also go above your boss' head to their manager. But if you do this, you should follow good protocol by informing both your boss and HR beforehand. 6. Prepare Preparing for the appraisal is vital. Whether your boss is prepared or not, you must be ready. Gather together relevant information – particularly anything that meets your objectives – and source evidence to prove you're doing your job successfully. If you're doing lots of different tasks or projects, make a record of them all, whether in a diary, or just on your phone. Be really clear about what you want out of the discussion. If you want to cover particular things, let your boss know beforehand and ask how long the discussion will be. If you have a lot to cover, you could suggest two sessions rather than one long meeting. Type up your proposed agenda with suggestions for timings so that you spend the right proportion of time on what matters.
- 3. Be really specific about details so that when you're in the appraisal meeting, you can say, "In June, I did X, Y and Z … " At the meeting, take along examples of your work and you could also bring feedback from someone you've worked with about what you've contributed. 7. Follow up Notes should be written on your appraisal both by you and your manager. These are not just a record; they should be actively used during the year to ensure your key targets are met. Write to your boss afterwards to thank them and explain why the appraisal worked for you. You could talk about how you are feeling about the company – what's going well for you and what you're going to be doing in the future. 8. Consider your future After your appraisal, set out a plan and get it signed off by your boss. Map out your future at the organisation – even if your manager isn't actively involved in this. Keep your manager in the loop, though. For example, you could tell your boss that following discussions in your appraisal, you plan on doing certain aspects of your work differently, or taking on new responsibilities, and will report back with the results. 9. Be persistent If your boss doesn't stick to promises made during the appraisal, you may well need to follow up with them again. Your manager is busy and you are but one of many going through this process so you need to take responsibility and make sure you get what you need. If you are worried that your boss is not giving you any support or is treating you unfairly, raise the issue again and let them know that you will go and speak to HR. Managers are often busy, but good managers always find time for their people and for their career development. 10. Get feedback regularly Your work life never stays static, so it's important to make sure your feedback is regular, outside the formal appraisal process. If you need feedback more regularly, ask if you can arrange this or ask other people, such as your peer group, senior managers, customers or mentors. ================== III. Performance appraisal methods
- 4. 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. 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
- 5. 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 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
- 6. 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. III. Other topics related to Best performance appraisal (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates
- 7. • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles