Performance appraisal interview questions

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I. Contents of getting performance appraisal interview

questions
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An employee must find out the company's future plans for his/her own success.
As much as it's true that your manager will always have feedback or questions regarding your
performance, it's never a bad idea to have some questions ready for him as well.
By asking relevant questions to the manager during appraisal, one will surely showcase his
willingness to understand his past failures and overcome them in the next appraisal cycle.
Tanvi Saxena, head HR, CapitalVia Global Research Ltd., shares some of the questions that an
employee must ask his/her manager during the appraisal interview.
What is that one thing that I should stop/start/continue doing?
Feedback is one of the most critical and important aspects of an appraisal interview. As much as
it is the responsibility of an appraiser to provide effective feedback, it is also the candidate's
responsibility to ask questions that can help in receiving the most accurate and relevant feedback.
This question will also give you clarity on what your manager sees as your successes and
failures.
What is the company's future growth plan?

Most of the things that you need to know about your year ahead can be known by asking this one
single question. Growth does not only mean promotions, but can mean additional responsibility,
job rotation, etc. During this conversation you can also mention what are your expectations in
terms of growth.
What should be my priority in the coming year?
This will provide you with necessary clarity that is much needed for you to succeed in upcoming
challenges. And let us face it! We often deviate from what's important to what's urgent time to
time. Getting this questions answered will keep you focused on the most important tasks.
What are the trainings/certifications I should attend?
This question will not only help you in keeping yourself up-to-date and in sharpening your skills,
but will also act as a preparation for the next appraisal cycle.
What are the other areas/opportunity/responsibilities that I can take up within company?
This will help you in understanding the other possibilities/opportunities that exist within the
organisation. Also, if you are interested in shifting to other domains, you will get the opening to
put across your interest. Also, it will present you as a proficient resource who is a multi tasker,
and can be utilised as and when the company needs.
What business changes are planned in future? What can I do to help?
An individual's growth largely depends on company's growth. Hence, it is important for you to
know what your company is planning next. Also, as an employee, one must showcase the
concern and willingness in helping and supporting the company with their business challenges
and plans.
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III. Performance appraisal methods

1. 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.

2. 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.

3. 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 Raters biases

4. 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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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