Peer performance appraisal
- 1. Peer performance appraisal In this file, you can ref useful information about peer performance appraisal such as peer performance appraisal methods, peer performance appraisal tips, peer performance appraisal forms, peer performance appraisal phrases … If you need more assistant for peer 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 peer performance appraisal ================== Peer review appraisal is a way to more effectively gauge the performance of employees by establishing relevant evaluation criteria, and using those best equipped to speak about an individual's work to grade him accordingly. Peer review can take the form of disciplinary panels or ongoing feedback between co-workers. In either case, the method enhances employee trust and communication. Employee Knowledge and Honesty Employees are usually better equipped than managers to gauge the skills of their colleagues, and the best to identify areas for improvement. Employees are generally upfront with criticism and praise for colleagues within a peer review process, despite initial apprehension. Managers, on the other hand, might shy away from direct criticism for fear of upsetting the team dynamic. Team-Building Effect Peer review reinforces the idea that all employees are part of the same team and work interdependently toward a common goal. If employees are taught, through the introduction of a peer review process, that their colleagues' opinions are as important as those of their boss, they will work hard to impress those they work alongside. This collaborative approach invariably aids the smooth functioning of the entire team. Legitimacy Peer review schemes that include disciplinary panels made up of both workers and management, or workers alone, are supported by the workforce. The panel is effective because of this
- 2. legitimacy and its ability to engage workers in the review process. The process tends not only to stay on the task at hand -- for example, reviewing an employee's progress according to a set of criteria, or investigating an incident that may result in discipline -- but also tends to be more accurate because of worker involvement. Interdepartmental Cohesion and Recognition Peer review schemes help employees gain insight into the jobs and day-to-day tasks of others. This fosters understanding and cohesion between departments. Since workers are consulted about the performance of their colleagues, quality employees who might otherwise be overlooked by management receive recognition; it's not simply the workers who promote their own excellence that receive the attention of the higher-ups. ================== 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
- 3. 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 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.
- 5. III. Other topics related to Peer 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 • 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