Performance appraisal form of any company
- 1. Performance appraisal form of any company In this file, you can ref useful information about performance appraisal form of any company such as performance appraisal form of any company methods, performance appraisal form of any company tips, performance appraisal form of any company forms, performance appraisal form of any company phrases … If you need more assistant for performance appraisal form of any company, 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 performance appraisal form of any company ================== Appraisal or evaluation forms are a common tool used by companies to assess an employee's performance and share it with him. The intention of this formal appraisal process is to offer an objective way for a manager to offer an employee feedback in the form of praise or criticism on key criteria. However, some organizations are looking to get away from the use of formal appraisal forms because of some common drawbacks. Informal Communication Some organizations have scrapped the formal review process altogether because of the time it takes, manager and employee disdain and limited perceived benefits. Additionally, some companies feel that managers use formal appraisal forms and systems as an excuse to not offer consistent, ongoing communication to employees. By eliminating appraisal forms and requirements, company leaders believe they can more easily encourage managers to take time to praise or critique works on a regular basis. Employees generally prefer to know where they stand at any given point. Legal Concerns Ironically, one of the main arguments for appraisal forms, legal documentation, is often used as an argument against them as of 2012. In his September 2011 article "Should companies eliminate the traditional employee evaluation process?" Orange County Attorney Brad Bjelke notes that inconsistencies between other documented problems with employees and appraisal forms can cause problems after termination. If a supervisor inflates the employees scores or is too lenient in
- 2. the appraisal, but the company terminates based on poor performance, the employee can use the appraisal feedback to claim unemployment or sue for wrongful termination. Inconsistent Interpretations Appraisal forms often list around 10 criteria on which an employee is assessed. For some traits, like dependability, reliability or communication, different supervisors may have different interpretations on what these mean from an employee standpoint. This can cause two supervisors to assess employees that perform very similarly in completely different ways. This can lead to low morale among workers who are more intensely scrutinized and may contribute to a lack of fairness in awarding raises, promotions and bonuses. Employee Motivation A primary objective of an employee evaluation is to motivate the worker toward stronger performance by having the supervisor reinforce strengths and offer criticism and feedback on weaknesses. However, employees typically view formal appraisals negatively and only tune in long enough to find out if they get a raise or bonus. Some managers even read directly from the appraisal form to avoid the strain of sharing bad news or criticisms. Employers can offer raises without appraisals and getting the forms out of the way can encourage more direct methods of motivation such as praise and rewards for results. ================== 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”
- 3. 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 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. 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 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
- 5. 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 Performance appraisal form of any company (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