Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows: The supervisors measure the pay of employees and compare it with targets and plans. The supervisor analyse...

Read More

Performance Appraisal can be done with following objectives in mind: 1. To maintain records in order to determine compensation packages, wage structure, salaries raises, etc. 2. To identify the strengths and weaknesses of employees to place right men on right job. 3. To maintain and assess the potential present in a person for further growth and de...

Read More

It is said that performance appraisal is an investment for the company which can be justified by following advantages: 1. Promotion: Performance Appraisal helps the supervisors to chalk out the promotion programs for efficient employees. In this regards, inefficient workers can be dismissed or demoted in case. 2. Compensation: Performance Appraisal...

Read More

Following are the tools used by the organizations for Performance Appraisals of their employees. 1.    Ranking Method 2.    Paired Comparison 3.    Forced Distribution 4.    Confidential Report 5.    Essay Evaluation 6.    Critical Incident 7.    Check-lists 8.    Graphic Rating Scale 9.    BARS 10.   Forced Choice Method 11.   MBO 12.   Field Revi...

Read More

Managers commit mistakes while evaluating employees and their performance. Biases and judgement errors of various kinds may spoil the performance appraisal process. Bias here refers to inaccurate distortion of a measurement. These are: First Impression (primacy effect): Raters form an overall impression about the retie on the basis of some particul...

Read More

Establishing performance standards The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their co...

Read More

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. Advantages of 360 degree appraisal     Offer a more comprehensive view towards the performance of employees.     Improve credibility of performance appraisal.     Such colleague’s feedback will help strengthen...

Read More

It extends the traditional appraisal process to make the feedbackprocess twoway Feedback from team members can be provided to their linemanager on a one-to-one basis during the individual’s appraisal discussion, or it can be collated and presented as group feedback from all team members. 180 degree benefits: Benefits to the organization. Centralize...

Read More

The encouraging high levels of performance, the evaluation system helps identify employees with potential, reward performance equitably and determine employee’s need for training. Specifically performance appraisal helps an organization gain competitive edge in the following ways:     1. Improving performance : An effective appraisal system can con...

Read More

Performance appraisals are subject to a wide variety of inaccuracies and biases referred to as “rating errors”. These errors occur in the rater’s observations, judgement, and information processing, and can seriously affect assessment results. The most common rating errors are leniency or severity, central tendency, halo effect, rater effect, prima...

Read More

One  of the steps in designing an appraisal program is to determine the evaluation criteria. It is obvious that the criteria should be rated to the job. The seven criteria for assessing performance are: Quality : The degree to which the process or result of carrying out an activity approaches perfection in terms of either conforming to some ideals ...

Read More

A few days ago Accenture, one of the largest companies in the world, announced that they will be doing away with annual performance reviews, thus joining the small list of major corporations who have abandoned the practice of performance appraisals. This indeed is a big move for Accenture and its employees are extremely joyous about it. Earlier thi...

Read More

There are two approaches to performance appraisal as depicted in figure: Details are as under: Evaluative Approach: This approach focuses on previous year’s performance, which is used to make decision on compensation revision, promotions, demotions and transfer. It can also be used to determine the efficacy of recruitment and selection. However, ev...

Read More

FOLLOW US ON LinkedIn



Explore Tutu'rself