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Training Needs
If an employee is struggling with tasks or lagging behind quotas, the problem could be the
quality of training he received. According to HR Hero, an online employment law resource,
ignoring skill deficiencies can jeopardize a company's attainment of its goals. An evaluation that
reveals the need for remedial instruction also defines a time line to revisit the worker's progress.
It's likewise a means for employees to request classes to groom them for additional
responsibilities. When management demonstrates a commitment to help employees do their best,
it doesn't just contribute to company morale--it also elevates individual self-esteem. According to
leading HR expert Donald Kirkpatrick in "Improving Employee Performance Through Appraisal
and Coaching," a supervisor's role in evaluations is akin to a sports coach in recognizing her
team can't win unless every player can perform in peak condition.
Disciplinary Action
In a perfect world, every employee would be hard-working, reliable, honest and enthusiastic to
excel. Not everyone, however, may be as wedded to your own expectations of commitment and
success. Performance appraisals constitute a legitimate paper trail in administrative and legal
proceedings to prove employee negligence, willful disobedience, harassment or criminal
behavior. According to Barry Silverstein's "Best Practices: Evaluating Performance: How to
Appraise, Promote, and Fire," written documentation is generally more effective than verbal
reprimands in addressing underperformance issues and poor attitudes.
Career Goals
Although an evaluation's primary goal is to gauge whether a worker is a good fit for that
company, it serves a larger purpose of helping individuals determine if they've chosen the right
career paths. The feedback a worker receives regarding strengths and weaknesses is invaluable in
charting a future course in which the company and worker can put her interests and talents to the
best use.
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1. Essay Method
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
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