Performance appraisal guidelines
- 1. Performance appraisal guidelines In this file, you can ref useful information about performance appraisal guidelines such as performance appraisal guidelines rates, small performance appraisal guidelines, performance appraisal guidelines calculator … If you need more assistant for performance appraisal guidelines, 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 guidelines ================== The employee assessment process can be difficult sometimes. Some employees may react defensively. Sometimes employees do not understand about the benefits of a positive appraisal. If your workers feel that there is unevenness in coming down hard on some while making it easy on others there will be disappointment and dissatisfaction. You can address these problems with the below guidelines: Give Specific Instruction Set and properly explain goals & standards for your employees and what they will have to do to achieve them. Never say "improve quality" & "work harder". Rather say exactly what you want from them like, "don’t make more than two mistakes in data entry a day" or "increase sales 10% over last month’s sales". Similarly, when you evaluate a worker, give specific instances of what the employee did to achieve the goal. Make Deadlines Set timelines to see improvement in employee performance. And make sure that the timeline is sufficient for that purpose. Don’t think that short and unachievable deadlines pressure employees to work harder. It frustrates them. Set Realistic Goals
- 2. If you set unrealistic or impossible standards & goals, disappointment and resentment will result. Your Goals should take into account the realities of your workplace as well as an element of challenge beyond the easy reach. Ignore Personality Valuation Just focus on the job, not on the employee’s personality. For example, don't say the employee is "emotional and angry". Focus on the workplace conduct that is the problem. You can say the employee "has been disobedient to the supervisor twice in the previous months. This behavior must stop." Handle Honestly If you won’t tell an employee the truth about his performance problems, the worker won't know what he or she needs to improve. Bad news is uncomfortable for everyone but everyone deserves to know where they stand and how to move forward! Maintain Employee Assessments Records and Data Manage and store your valuation data so that anyone reading it would be able to understand clearly what has happened. Remember that an employee assessment might become evidence in a lawsuit. If it does, you will want the judge to see what you rated the employee. Employees Feedback The assessment process should also tell you about your employees’ concerns as well as needs to be improving in areas. You should take their feedback about concerns and try to address them. You'll gain valuable information when you ask employees what they enjoy about their jobs and working with the company. Your employees will feel like real participants in the process. You might even get some insights that could improve the valuation. ================== III. Performance appraisal methods
- 3. 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
- 4. 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
- 5. 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 Performance appraisal guidelines (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
- 6. • 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