Executive summary for performance appraisal
- 1. Performance management & appraisal In this file, you can ref useful information about performance management & appraisal such as performance management & appraisal methods, performance management & appraisal tips, performance management & appraisal forms, performance management & appraisal phrases … If you need more assistant for performance management & 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 performance management & appraisal ================== Business owners not familiar with human resources development may sometimes confuse the concepts of performance management and performance appraisal. A performance appraisal-- sometimes referred to as performance evaluation--is one of the processes in a performance management system. You want to distinguish this step from the entire performance system, an essential component to improving employee engagement, job satisfaction and productivity. Step 1 Research the term "performance management system" to learn the components of an entire process, as opposed to the steps within that process. A performance management system is used to manage your employees' job performance levels. Performance management begins with selection of the candidate best suited for a position with your company. During the selection process, you seek candidates who possess the qualifications necessary for each job within your organization. Core competencies are a significant part of the qualifications. Examples of core competencies include written and verbal communication skills, critical or analytical thinking capabilities, and leadership techniques. Step 2 Assemble the documents that a performance management system contains. Two primary documents are the job description and job specifications. A job description outlines the essential functions of the job, frequency of tasks or responsibilities, and minimum qualifications necessary to perform the job. Many job descriptions contain minimum qualifications and desired
- 2. qualifications. Job specifications designate what physical and mental capabilities are required for job performance. For instance, a forklift driver may be required to move 200-pound pallets for three continuous hours each day. Another job specification may be for a software analyst required to view multiple computer screens for 80 percent of the day. Job specifications are typically constructed to determine a candidate's suitability and ability to operate safely. Step 3 Prepare an outline of the performance standards you expect of your employees. For instance, if you believe an employee is exceeding your expectations by serving 25 customers each day, that is considered a performance standard. Using this scenario, an employee who meets expectations might serve 15 customers per day; an employee whose performance falls below expectations may be serving only five customers a day. Performance standards designate the quantity or quality of tasks and responsibilities that exceed, meet or fall below your expectations. Step 4 Seek out performance appraisal forms and incorporate your performance standards into a draft performance appraisal form. Take into consideration the job type, functions and duties. The performance standards and evaluation form for a production worker will differ from the evaluation form used for a sales representative, but both are a component of the overall performance management system. Your company's performance appraisal form may contain a brief job description, the employee's position, rank or tenure, and instructions for completing the form. A performance appraisal, or evaluation, may also include the employee's current and projected goals. Step 5 Study your draft performance appraisal form. Notice how much more comprehensive it is than other documents in the performance management system. Some appraisal forms contain instructions for conducting the appraisal meeting or listening to employee input. A performance appraisal form can be defined as the culminating document in assessing an employee's performance, or it can be considered the employee's map for upcoming goals and projects. Evaluation of the employee's work history is summarized on the performance appraisal form to become a part of your company's overall performance management system. ================== 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 management & appraisal (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