Performance Appraisal Performance Appraisal Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.
Each of the methods is effective for some purposes for some organizations only. None should be dismissed or accepted as appropriate except as they relate to the particular needs of the organization or an employee. Broadly all methods of appraisals can be divided into two different categories.
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.
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 3. The series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false.
The rater is forced to make a choice. HR department does actual assessment. Advantages — Absence of personal biases because of forced choice. Disadvantages — Statements may be wrongly framed. Rater is compelled to distribute the employees on all points on the scale.
It is assumed that the performance is conformed to normal distribution.
Advantages — Eliminates Disadvantages — Assumption of normal distribution, unrealistic, errors of central tendency. 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. Behaviorally Anchored Rating Scales: 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.
Advantages — Useful for managerial level promotions, when comparable information is needed, Disadvantages — Outsider is generally not familiar with employees work environment, Observation of actual behaviors not possible. This is based on the test of knowledge or skills.Assessment & Selection Job Analysis Job analysis is the foundation for all assessment and selection decisions.
To identify the best person for the job, it is crucial to fully understand the nature of that job. Performance Appraisal: Career Management: Organization Analysis: Personal Development: HR Powerpoint Slides: Ultimate HR TOOLS: Search: Types of Selection Methods Selection methods or screening devices include application blanks, employment interviews, aptitude tests, and personality test.
Tests should be selected only after thorough and. Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows: The supervisors measure the pay of employees .
Essay Method. The essay method involves an evaluator's written report appraising an employee's performance, usually in terms of job behaviors and/or results.
The subject of an essay appraisal is often justification of pay, promotion, or termination decisions, but essays can be used for developmental purposes as well. Selection Assessment Methods A guide to implementing analysis, selection, performance appraisal and career development select employees.
The first step in developing or selecting an. Deliverable:Submit an analysis of the employee selection and performance appraisal methods used in your workplace or in one with which you are familiar.
If you do not have a current employer consult with your professor about an alternative approach. Purpose:Employee selection and assessment are important responsibilities for all managers.