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If you set unrealistic or impossible standards & goals, disappointment and resentment will
result. Your Goals should take into account the realities of your workplace as well as an element
of challenge beyond the easy reach.
Ignore Personality Valuation
Just focus on the job, not on the employees personality. For example, don't say the employee is
"emotional and angry". Focus on the workplace conduct that is the problem. You can say the
employee "has been disobedient to the supervisor twice in the previous months. This behavior
must stop."
Handle Honestly
If you wont tell an employee the truth about his performance problems, the worker won't know
what he or she needs to improve. Bad news is uncomfortable for everyone but everyone deserves
to know where they stand and how to move forward!
Maintain Employee Assessments Records and Data
Manage and store your valuation data so that anyone reading it would be able to understand
clearly what has happened. Remember that an employee assessment might become evidence in a
lawsuit. If it does, you will want the judge to see what you rated the employee.
Employees Feedback
The assessment process should also tell you about your employees concerns as well as needs to
be improving in areas. You should take their feedback about concerns and try to address them.
You'll gain valuable information when you ask employees what they enjoy about their jobs and
working with the company. Your employees will feel like real participants in the process. You
might even get some insights that could improve the valuation.
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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