The process of performance appraisal is pretty much required when it comes to workplace ethics. But what is the need of performance appraisal? Are there any performance appraisal objectives?
And, what are the modern methods of performance appraisal along with the traditional methods of performance appraisal?
Performance Appraisal can be the most dreadful responsibility on the shoulders of management. Understand it in this way: When someone is fired, he/ she leaves the job, but the one who is given a negative comment stays around.
Performance appraisal is essentially an evaluation process for the employees based on their performance. The process of performance appraisal is a standalone thing!
#1. Determine compensation packages
#2. Identify employee strength and weakness
#3. Assess the potential and provide genuine feedback
#4. Influence working habits
#5. Retaining and reviewing promotional programs
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Need Of Performance Appraisal
#1. It helps chalk out promotional programs
#2. Training policies can be efficiently framed
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#5.There creates a sense of trust amongst the management and employees.
#6. It helps in boosting one's morale
#7. Appraisal of one's performance also helps in motivating and inspiring them to do well.
#1. A rating scale is prepared on the basis of initiative, output, attitude, attendance etc. to assess the employee.
#2. A checklist is formulated for every employee which is submitted for evaluation to the HR department.
#3. The one who rates the employee performance is forced to answer certain ready-made statements in true or false.
#4. Each employee is given a particular grade according to the performance curve.
#5. The behavior of an employee is recorded for easing the decision making process.
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#6. Behavior is rated on the performance curve.
#7. An outside reviewer may rate the employee through his/ her records, supervisors or personal interviews.
#8. An employee can also be examined on the basis an oral or written examination.
#9. Confidential reports can also be prepared on the basis of above-prepared methods.
#10. An elaborative description about the employee is written by the rater regarding their performance. It includes the employee's relationship with their coworkers, weakness, and strengths etc.
In all the above-mentioned methods, the employee's appraisal solely remains in the hands of the one who rates, his analytical and writing skills.
#1. On the basis of targets achieved, an employee can be accessed by the management.
#2. This one's a common appraisal method wherein a psychologist examines the employee and his/ her potential for future engagements. The psychologist makes a decision on the basis of employee's intellectual, motivational and emotional characteristics.
#3. There are assessment centers where employees are called to participate in certain activities. Their performance is examined on the basis of how well they function. The determining factors are confidence, communication, persuasion, alertness and administrative ability etc.
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#4. 360 - Degree feedback method is also used where all the details of the employee are gathered and the employee is questioned about his personal performance. Even the colleagues and supervisors are interviewed regarding the same.
#5. 720 - Degree feedback method is another one where not only the internal but external public is involved. For instance, the customers, investors, and suppliers etc are the external groups.
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