Performance appraisal introduction
- 1. Performance appraisal introduction In this file, you can ref useful information about performance appraisal introduction such as performance appraisal introduction methods, performance appraisal introduction tips, performance appraisal introduction forms, performance appraisal introduction phrases … If you need more assistant for performance appraisal introduction, 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 introduction ================== Performance appraisals, whether team or individual, provide feedback to workers or organizational teams. Traditionally, performance evaluations provide information to help improve performance, increase efficiency and define management's expectations. Performance appraisals compare work performed against measurable objectives that the employee and supervisor agreed to at the beginning of the appraisal period. As work has become more team oriented, performance appraisals now measure how a team of workers perform rather than just how an individual performs his job. Definition of Team Performance Appraisals As jobs become more intricate, organizations must rely on teams of people to accomplish tasks. To evaluate job performance by teams of people, organizations institute team performance appraisals. Team performance appraisals assess the performance of teamwork on organizational performance. Team performance appraisals can range from recognition of individual performance and its contribution to group outcomes to only an assessment of the organization's performance. When only an organization's performance is evaluated, no individual appraisals are completed and individuals do not receive performance ratings. Types of Team Performance Appraisals The culture and organizational structure of the workplace environment influence the type of team performance appraisal best suited to evaluate and measure performance. If work teams exist in the organization, but are used only occasionally to accomplish projects, individual performance
- 2. measurements are used to determine a final rating of the employee. When an organization uses teamwork more frequently, performance appraisals still emphasize individual performance but introduce an assessment of the worker's contribution to the team effort. If an organization uses a significant amount of teamwork to accomplish its objectives, team performance appraisals link team productivity measurements with individual performance measurements. Organization's with only a team approach do not utilize individual performance appraisals. Team performance measurements determine monetary rewards. Elements of Individual Performance Appraisals Individual performance appraisals are the traditional appraisals that measure individual performance against measurable objectives. Individual performance appraisals provide an opportunity for employees and supervisors to share ideas and reach mutually agreed upon objectives. Individual performance appraisals focus on the skills required to perform the current job and skills that must be acquired for promotion. Individual performance evaluations are tools to determine monetary compensation. This type of performance appraisal provides feedback and recognition to the individual. Comparison of Individual and Team Performance Appraisals Individual performance appraisals measure an employee's work against standard performance measures. Standard performance measures are derived from individual job descriptions. Often, a direct link exists between performance and pay based on an employee's job rating from the appraisal. Team performance appraisals assess an individual's contribution to the team. Team performance appraisals are appropriate to support an organization's efforts to transition from an individual-based organization to an team-based organization. Team performance appraisal, for example, assess whether the team met its goals, produced a quality product and worked well together. ================== 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 introduction (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
- 6. • 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