Performance appraisal methods

Job Results Though not an appraisal method per se, job results are in themselves a source of data that can be used to appraise performance. This standard can be absolute or relative to the performance of others. Examples of job results indexes are dollar volume of sales, amount of scrap, and quantity and quality of work produced.

Performance appraisal methods

Performance appraisal methods

Performance Appraisal Interview Introduction We have discussed the performance appraisal process in earlier articles. In this article, we discuss the performance appraisal interview and its importance in the performance appraisal cycle.

What is a Performance Appraisal Interview? In a nutshell, the performance appraisal interview precedes the normalization process and is subsequent to the employee filling up the evaluation form and the manager likewise doing so.

Objective Evaluation versus Personal Biases Though management theorists like to propound the benefits of objective evaluation, it is a fact in contemporary organizations that an element of personal bias enters the evaluation.

Body Language & Performance Reviews: Subtle Connection

To curb the incidence of biases and heuristics playing a role in the appraisal, HR managers typically conduct orientations and trainings to both the Managers and the Employees to sensitize them to these dangers that are sometimes inherent in the process.

Hence, there is a need for both sides in the interview process to approach the same with an open mind and be as objective as possible. However, this is easier said than done and hence organizations expend resources on making the process as transparent and objective as possible.

The Right and Wrong Way to Approach a Performance Appraisal Interview The performance appraisal interview must be taken seriously and both the employee and the manager must set aside time to go through the process.

The manager cannot arbitrarily change the time or the venue and must not approach the interview in a haphazard manner. Despite all these injunctions, it is often the case that the manager has to be reminded about the interview and then he or she hurriedly arranges the meeting.

This is definitely the wrong way to approach the interview. Though there is no right way to conduct the performance appraisal interview, it is incumbent upon the manager to avoid the pitfalls described above.

Performance appraisal methods

A rule of thumb would be set aside a few days to conduct all the interviews with members of his or her team and ensure follow-ups to the process. The follow-up is needed when the employee is not satisfied with the interview discussion and hence requests for additional time to debate the rating.

In some cases, the HR manager may need to step in to ensure that the process is concluded to the satisfaction of the employee and the manager. Hence, there is a need for organizations to smoothen the performance appraisal process and since the performance appraisal interview is the first step; the beginning must be made well.

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Since the career progression of employees depends on the ratings that they get, the whole process must be taken seriously by all the stakeholders.Modern Methods: Management by Objectives (MBO): Most of the traditional methods of performance appraisal are subject to the antagonistic judgments of the raters.

However. Confidential Report: It is the traditional way of appraising employees mainly in the Government Departments. MANAGER/SUPERVISOR PERFORMANCE APPRAISAL.

Performance Appraisal Methods: Traditional and Modern Methods (with example)

INSTRUCTIONS: 1. At the beginning of each annual evaluation period list the performance goals for the coming year on page three. In a landmark study, Locher & Teel () found that the three most common appraisal methods in general use are rating scales (56%), essay methods (25%) and results- oriented or MBO methods (13%).

For a description of each, follow the button links on the left. Certain techniques in performance appraisal have been thoroughly investigated, . Performance Appraisal Methods “It is a systematic evaluation of an individual with respect to performance on the job and individual’s potential for development.” Definition 2: Formal System, Reasons and Measures of future performance.

An introduction to performance appraisal, including its methods, comments, interviews, benefits and problems. A series written by performance appraisal expert Archer North.

A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated.

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