Projects on performance appraisal
- 1. Projects on performance appraisal In this file, you can ref useful information about projects on performance appraisal such as projects on performance appraisal methods, projects on performance appraisal tips, projects on performance appraisal forms, projects on performance appraisal phrases … If you need more assistant for projects on 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 projects on performance appraisal ================== A 360-degree appraisal can supplement traditional performance appraisal systems when evaluating a project's time, costs and quality factors. It is an evaluation approach that focuses on gathering data, information and opinions from different sources. This includes feedback from the project manager, project team members, partners, vendors, clients, customers and end-users. One of the strengths identified with this approach is that it provides a more well-rounded picture of performance and can assist project stakeholders become more aware of strengths and weaknesses for purposes of best-practice development. Time Management In addition to traditional evaluations of scheduling charts and report estimates against actual performance, time management assessments may include giving project team members surveys and questionnaires to assess the effectiveness of project scheduling and time-scale performances. Project feedback questionnaires may also evaluate the strengths and weaknesses with time management techniques used to develop project milestones and schedule other project components. Project Budgets Traditional budget tracking techniques include variance analysis, which assesses differences between budget estimations against final project expenditures. The 360-degree appraisal supplements may solicit additional feedback from project team members related to budget allocations. Additionally, a project-end survey can be developed to provide a cost-benefit
- 2. analysis that evaluates the perceived value or rate of return for each element of the project budget. Related Reading: Ten Steps in Getting My Project Back on Track Team Performance When auditing project staffing, a key question is whether the people assigned to the project were qualified. This includes the project manager and project team members. Project team members can complete a group assessment and self assessment related to key project performance areas. For example, a self assessment can give project members an opportunity to evaluate the effectiveness of project assignments. Also, project end-users, customers, clients and vendors can give feedback on team member performance based on their contact with the project manager and project team members. ================== 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
- 3. 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. 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.
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