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Job performance appraisal

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Job performance appraisal

  1. 1. Job performance appraisal In this file, you can ref useful information about job performance appraisal such as job performance appraisal methods, job performance appraisal tips, job performance appraisal forms, job performance appraisal phrases … If you need more assistant for job performance appraisal, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting job performance appraisal ================== Do you remember the feeling you got in the pit of your stomach when it came time for your teacher to hand out report cards? It didn't matter whether you were expecting a good one or a bad one. You just couldn't be absolutely sure of what your teacher thought of you. The same is true of a performance review. You may be confident you've done a good job, yet you are still stressed out about it. After all, it can determine your whole future. Employers often base their decisions about raises and promotions on performance reviews, which are also called employee appraisals and performance evaluations. Sometimes they even use them to determine whether or not to keep an employee. To let you in on a little secret, many managers dislike performance reviews as much as their subordinates do. They would much rather offer feedback on a more regular basis, but yet their employers require them. Most people feel helpless when it comes to performance reviews. The person writing it really does wield a lot of power. It's his or her opinion of what you've done over the past year that goes into the report and therefore into your permanent file. Preparing for the review will not only alleviate some of your anxiety, it may help improve the outcome. You can also devise a strategy for dealing with a bad review. Here's what you need to do when you find out you have a review coming up.  First, become familiar with the review process: Sometimes fear of the unknown is the worst part. You should understand why many employers use performance evaluations as a way to evaluate their employees. Theoretically the goal is to provide feedback, clearly
  2. 2. communicate expectations and open up a dialogue with employees. In an ideal world this would be done more frequently than once a year, but that's not always how it happens.  Next, prepare your own review: Make a list of all the achievements and accomplishments you had throughout the year. If you kept track of them, doing this should be fairly simple, but if you didn't, you will have to spend some time figuring out what you accomplished since your last review. Most importantly, make note of how your employer has benefited from your hard work, i.e. increased profits, a bigger client roster, retention of older clients. Then highlight everything you want to discuss. Review this material the night before you meet with your boss.  What should you do if you get a poor review?: If you feel you have received an unfair review, you should consider responding to it. You should first try to discuss the review with the person who did it. Heed this warning, however. Wait until you can look at it objectively. Was the criticism you received really that off the mark or are you just offended that you were criticized in the first place? If you eventually reach the conclusion that the review was truly unjust, then make an appointment to meet with your reviewer. If there are any points that were correct, acknowledge those. Use clear examples that counteract the criticisms made. A paper trail is always helpful. Present anything you have in writing that can back you up. If you didn't leave a paper trail, remember to do this in the future.  What should you take away from your performance review?: Ultimately, you should regard your review as a learning opportunity. You should be able to take away valuable information, whether it is about yourself or your reviewer. If you received valid criticism, figure out how to make improvements over the next year. Do you need to update your skills, manage your time better, or get to work on time more regularly? Maybe you just need to make yourself more visible so that your boss can be made aware of your accomplishments. If you came to the conclusion that your boss is impossible to please, just keep doing your job as best as you can. ================== III. Performance appraisal methods
  3. 3. 1.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 i. Employees are ranked according to their performance levels. ii. It is easier to rank the best and the worst employee. Limitations of Ranking Method i. 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. ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. iii. When a large number of employees are working, ranking of individuals become a difficult issue. iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements. 2. 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 – Rater’s biases
  4. 4. 3. Checklist method Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings 4. Critical Incidents Method The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment. 5. Essay Method
  5. 5. In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters. 6. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques. III. Other topics related to Job performance appraisal (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates
  6. 6. • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles

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