Components of an effective performance appraisal

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I. Contents of getting components of an effective performance

appraisal
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Performance evaluations are becoming a much more common process among corporations
across the globe as they attempt to inspire optimal performance from employees. For the process
to be effective employees must know exactly what is expected of them, how they can improve on
their weaknesses and how the company plans to help them achieve their goals.
Performance Measures
For an effective performance evaluation to take place an established set of standard performance
measures must first be in place. This criteria will allow each employee to be measured
objectively in terms of how effectively he has met expectations and reached job performance
goals. According to The American American Academy of Family Physicians, these measures
should encapsulate "specific quantity and quality goals attached to the tasks listed in a job
description."
Self-Evaluation
Making a self-evaluation part of the overall performance evaluation process gives the employee
a chance to critique her own job performance, highlighting achievements that she feels deserve
to be noticed. It also forces her to review her own performance during a certain time frame,
which could lead to greater accountability for her work going forward.
Feedback

One of the most important aspects of the performance-evaluation process is the sharing of
feedback. An effective evaluation emphasizes positive feedback that highlights the employee's
strengths rather than simply reprimands him for under-performing. In fact, The Toastmasters
doesn't present any negative feedback during its performance evaluations. Rather, the
organization uses the process to recommend ways to improve skills and overcome weaknesses.
Discipline
There will undoubtedly be a point in the performance evaluation process when less-than- optimal
performance will need to be discussed. Having predetermined policies and guidelines on how
inadequate performance will be addressed can make the process more seamless. For example,
time management courses can be automatically mandated to any employee that seems to be
lagging in productivity.

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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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