Plans each day's activities ahead of time 6. The appraiser is required to find time to prepare the essay. On the other hand the bad critical incident may appear as under: Under this approach, an employee is numerically rated from 1 to 10 on various job performance criterions like attendance, attitude, performance, output, sincerity, dependability, initiative, etc.
A graphic rating scale lists the traits each employee should have and rates workers on a numbered scale for each trait.
They are The rater is not familiar with employees, making it impossible for him to observe their actual behavior. Typically, an employee's results are compared against some objective standard of performance.
An evaluator must indicate which behavior on each scale best describes an employee's performance. Demonstrates the ability to consistently consider and respond to the needs and ideas of others which encourages and stimulates further communication. Abstract trait names such as "loyalty," "honesty," and "integrity" should be avoided unless they can be defined in terms of observable behaviors.
Standardization of content permitting comparison of employees. On the other hand the bad critical incident may appear as under: Essays include performance assessments concerning job knowledge and proficiency, developmental activities, interpersonal communication and business ethics and philosophy.
This method avoids recency bias most recent incidents get too much emphasis. Has a tendency to get into unnecessary conflicts with people. Also, rankings are unable to compare employees across different groups.
Confidential report should not be sent openly on a paper, it must be kept in a sealed cover to send it to decision-making authorities. Confidential reports are the main criteria for promoting or transferring of any employee mainly in the government sector. Some evaluators may be poor in writing essays on employee performance.
Rating Rating is a commonly used traditional method of performance appraisal. Paired comparison is a good method for evaluating employee performance. Here, department heads and their subordinates set short-term performance targets.
However, it becomes very difficult for companies with large number of employees to form pairs as the pairs are formed by applying the formula: Besides, the evaluator must have good writing skills, or else the whole process is distorted. Examples of appraisal methods include graphic ratings scales, degree evaluations, employee self-assessments and forced distribution.
However, an essay appraisal requires that managers allocate more time to analyzing records pertaining to past performance and comparing them to notes about current performance.
Under this method, the performance evaluation of an employee is done by someone who does not belong to his department or is usually from the corporate office or the HR department.
Nevertheless, the construction of an essay appraisal requires clearly outlined thought processes, as well as well-written descriptions about employee performance, goals and progress.
Results indexes are often used for appraisal purposes if an employee's job has measurable results. Through our survey we tried to find out various reasons why performance appraisal is deemed so important and what perception has it built in the minds of both employees and supervisors.
We certainly created a link between performance and Performance appraisal system and how not only its presence but the effectiveness is also mandatory. Once the rater finishes evaluating all employees, the report is sent to the HR manager for final assessment.Appraisal is a procedure by which an organization assesses employee performance based on present standards.
The main purpose of appraisals is to support managers effectively, staff companies and deal with human resources, and to develop efficiency. Essay Performance Appraisal method: Essay Appraisal is a traditional form of Appraisal also known as “Free Form method.” It involves a description of the performance of an employee by his superior which needs to be based on facts and often includes examples to support the information.
The most time-intensive method of performance appraisal is the narrative-essay. It takes a significant amount of preparation, document review and drafting time to produce a well-written assessment. Method of Performance Appraisal. Method of Performance Appraisal Individual Evaluation Methods Under the individual evaluation methods of merit rating, employees are evaluated one at a time without comparing them with other employees in the organization/5(1).
In an essay appraisal, the source answers a series of questions about the employee’s performance in essay form. This can be a trait method and/or a behavioral method, depending on how the manager writes the essay.
Appraisal Methods Essay Method In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance.
It also suggests courses of action to remedy the identified problem areas.Download