SlideShare a Scribd company logo
1 of 8
Download to read offline
Performance appraisal process
In this file, you can ref useful information about performance appraisal process such as
performance appraisal process methods, performance appraisal process tips, performance
appraisal process forms, performance appraisal process phrases … If you need more assistant for
performance appraisal process, 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 performance appraisal process
==================
Performance appraisals are one of the least liked and most dreaded responsibilitiesthat any
manager has to endure.
They're worse than terminations. After you fire someone,they're gone; but after a performance
review, they're still around. Staringat you. Resenting you. Challenging you and sometimes even
subverting your abilityto manage the group. Some managers will go to great lengths to avoid
doing reviews.
I'm of a different opinion. I believe that performance management can be anenjoyable and
rewarding process. Yes, I said enjoyable. I'll go so far as tosay that I think performance
management can be as enjoyable as the ThanksgivingDay Parade. Keep that thought in mind as I
describe a six-step approach (usethe acronym PARADE to remember it) that can alleviate much
of the worry anddread associated with performance management.
Step one: Preparation.
The key to success in any endeavor is preparation. In this case, preparationmeans sitting down
and creating objectives for the performance period. We'vegot to ensure that people know what's
expected of them if we ever expect themto achieve it.
Think of setting objectives as a road map with a set of directions. The roadmap is your
organization, or your industry, and the directions lead employeesto their goal. If people don't
know where they're going, how can we ever expectthem to get there? How will they know when
they've arrived? It's also criticalto get employees' input on their own objectives if we want to
increase theircommitment to achieving those goals. If people feel that they have a voice intheir
assignments, they will frequently work harder toward the success of thoseassignments.
Step two: Assessment.
A critical manager responsibility is assessing and giving timely feedbackto your staff on their
performance. There are many benefits to doing this. Feedbackon performance that is given as
soon as possible has proven to be the most effective.It's not fair or effective to tell someone how
she messed up, or (more rarely)how well she did, weeks after the job is done. Let people know
quickly so theycan either address the error or replicate the success.
This also addresses two of the most common fears that managers have about
performanceappraisals: confrontations and surprises. Many managers avoid delivering
performancereviews because they fear confrontation. They see it as an "us versus them"event.
This is usually a result of a lack of communication between the managerand staff.
If the performance review is the only time that managers talk with staff abouthow they're doing,
and especially if employees feel that this one meeting hastremendous impact on their salary
increases, the meeting takes on enormous proportions.With all the tension in the room, how can
it be a successful interchange? Mostemployees, when questioned as to what the once-a-year
review reminded them of,responded, "A trip to the principal's office." Ongoing
communicationthroughout the year is the key to reducing the fear and anxiety associated withthis
meeting for both participants.
When asked what they want out of the performance review meeting, both managersand staff
most often respond, "No surprises." This is what I heareven more often than a hope for the
highest rating. Not everyone expects tobe a superstar, but people want to know how they are
doing. They don't wantto have it sprung on them at the last minute, when they no longer have the
opportunityto do anything about it. They want to be treated with respect and as
partnersthroughout the performance cycle. Continuous assessment and feedback is thekey to
ensuring that there are no surprises, which of course also lessens thelikelihood of a confrontation.
Surprises beget confrontations. Communicationprevents them.
Step three: Reviewing documents.
Before you actually do sit down with the employee, review all your documentationfrom the year.
Take a look again at the objectives that you and the employeeagreed to and documented at the
beginning of the year. Look for any commendationsor letters you may have received about the
employee during the year.
Review your notes from the meetings that you've had with the employee. Thensit down and write
the first draft of the performance review. Some organizationsoffer the employee the opportunity
to create a first draft as well. Then themanager and the employee sit down to review the
employee's progress before theactual review. This keeps the employee involved in the process
and makes himfeel that he's getting a fair evaluation. It's another great technique for reducingor
eliminating surprises.
Step four: Appropriate setting.
Make sure that you have an appropriate setting in which to deliver the appraisal.The most
commonly used location, a manager's office, is often the worst place.It's not neutral territory
(remember that principal's office analogy), and nomatter how much rapport-building you do or
how long you've worked with the employee,it's still "your turf."
A conference room is often best, but if that's not available, find some otherplace. Be creative.
The cafeteria may not seem like a very private place, butin between mealtimes, it's often possible
to find a secluded table in a corner.You want the setting to relax employees, not add to their
anxiety. This is onereason to avoid restaurants. Some managers choose to do appraisals over
lunch.It's a way to reward the employee, but restaurants at lunch are far from private.Even
employees who expect positive reviews seldom feel particularly hungry whenthey go into this
meeting.
Consider meeting in the employee's office if it has a door, or borrowing acolleague's office.
Meeting somewhere other than your office also makes it easierto end the meeting. Getting
someone out of your office when the review is completed,particularly if the person thinks there is
more to discuss, can be particularlyonerous. It tends to reek of dismissal. This can undercut even
the most positiveof appraisals.
Step five: Deliver it clearly.
Deliver the appraisal in simple language. Don't use code or jargon, and don'tmince words. Don't
dance around the issue at hand even if the appraisal is notas positive as the employee might have
hoped. She'll pick up on your discomfortlike a shark sensing blood in the water. If she feels that
you're not confidentin your appraisal, she may think that there is a last-minute chance to
improveit. This isn't a meeting to renegotiate the objectives or the standards forperformance that
were set at the beginning of the year.
This advice on clarity goes for both good news and bad! When it comes to goodnews, some
managers avoid it because they're afraid to tell an employee shehas done a good job. "What if I
have to fire her someday?" they ask.I tell them that if the employee has done a good job, tell her
so. If you haveto fire that employee someday, you will have a good reason why. You'll be ableto
explain it to the employee because you will have developed the necessarycommunication skills.
More often, managers feel a need to hide the bad news. They're afraid to hurtthe employee's
feelings, they fear an argument, or they just don't like to talkabout someone's shortcomings.
Many managers feel that if the employee hasn'tdone as well as expected or hoped, this is a poor
reflection on the manager.If someone's performance has been subpar, managers owe it to the
employee, theorganization, and themselves to inform the employee.
By glossing over employees' performance deficits or inflating their ratingsto spare their feelings,
managers are actually exposing the company and themselvesto great liability. If managers have
been doing the assessment and feedbackthroughout the year, there is little likelihood that there
will be any confrontationor conflagration at the review meeting. Tell people straight out what
they'vedone well and where they need to improve. They'll respect you for it, and yourcredibility
and standing as a manager will rise because of it.
Step six: Encouragement.
At the conclusion of the performance appraisal meeting, which also marks theend of one
performance appraisal cycle and the beginning of the next, your jobis to encourage. You want to
motivate the employee to continue doing that whichhe does well and to improve in the areas
where there is room for growth. Thisis the best way to make these meetings productive and
positive. Even if theperson's appraisal has not been as high as he might have hoped, remind the
employeethat he is still valued and that you'll support him in his development.
Offer to set up a separate meeting at which you will discuss his developmentplan. This is a
terrific way to let the employee know that you support him andare willing to invest your time
and the organization's training dollars in hisgrowth in the company. The performance
management process is actually the organization'sbest retention tool. Too often, when employees
get a less-than-stellar appraisal,they take it as an indication that this is the beginning of the end.
This isthe first step on that dreaded "Documentation Trail" that can onlylead to the door. Let
them know that you believe in them and their ability toimprove. Your willingness to work with
and invest in them is a wonderful turnaroundtool to effect an attitude adjustment.
==================
III. Performance appraisal methods
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
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
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 Performance appraisal process (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
• 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

More Related Content

What's hot

Performance appraisal phrase book
Performance appraisal phrase bookPerformance appraisal phrase book
Performance appraisal phrase bookvictoriacarter320
 
Performance appraisal for nursing staff
Performance appraisal for nursing staffPerformance appraisal for nursing staff
Performance appraisal for nursing staffkitooke
 
Sample of performance appraisal
Sample of performance appraisalSample of performance appraisal
Sample of performance appraisalsaragreen243
 
Why performance appraisal is important
Why performance appraisal is importantWhy performance appraisal is important
Why performance appraisal is importantalexwalker024
 
Sample objectives for performance appraisal
Sample objectives for performance appraisalSample objectives for performance appraisal
Sample objectives for performance appraisalcoxdennis362
 
Performance appraisal sample wording
Performance appraisal sample wordingPerformance appraisal sample wording
Performance appraisal sample wordingalexsmith9114
 
Confidential assistant performance appraisal
Confidential assistant performance appraisalConfidential assistant performance appraisal
Confidential assistant performance appraisaljulielombard79
 
Performance appraisal letter sample
Performance appraisal letter samplePerformance appraisal letter sample
Performance appraisal letter sampleaidencarter91
 
Review of literature on performance appraisal
Review of literature on performance appraisalReview of literature on performance appraisal
Review of literature on performance appraisallydiawood280
 
Writing performance appraisal phrases
Writing performance appraisal phrasesWriting performance appraisal phrases
Writing performance appraisal phrasesaprileward14
 
Staff performance appraisal sample
Staff performance appraisal sampleStaff performance appraisal sample
Staff performance appraisal samplekianramirez765
 
Performance appraisal examples
Performance appraisal examplesPerformance appraisal examples
Performance appraisal examplesrileyking286
 
Performance appraisal guidelines
Performance appraisal guidelinesPerformance appraisal guidelines
Performance appraisal guidelineslydiawood280
 
Performance appraisal metrics
Performance appraisal metricsPerformance appraisal metrics
Performance appraisal metricsbarnesali609
 
Sample performance appraisal report
Sample performance appraisal reportSample performance appraisal report
Sample performance appraisal reportritahenry316
 
Annual performance appraisal report
Annual performance appraisal reportAnnual performance appraisal report
Annual performance appraisal reportCraigeasting
 
Performance appraisal design
Performance appraisal designPerformance appraisal design
Performance appraisal designelenavogel8
 
Performance appraisal report
Performance appraisal reportPerformance appraisal report
Performance appraisal reportsaragreen243
 
Performance appraisal comments
Performance appraisal commentsPerformance appraisal comments
Performance appraisal commentsrileyking286
 
Online performance appraisal
Online performance appraisalOnline performance appraisal
Online performance appraisalbarnesali609
 

What's hot (20)

Performance appraisal phrase book
Performance appraisal phrase bookPerformance appraisal phrase book
Performance appraisal phrase book
 
Performance appraisal for nursing staff
Performance appraisal for nursing staffPerformance appraisal for nursing staff
Performance appraisal for nursing staff
 
Sample of performance appraisal
Sample of performance appraisalSample of performance appraisal
Sample of performance appraisal
 
Why performance appraisal is important
Why performance appraisal is importantWhy performance appraisal is important
Why performance appraisal is important
 
Sample objectives for performance appraisal
Sample objectives for performance appraisalSample objectives for performance appraisal
Sample objectives for performance appraisal
 
Performance appraisal sample wording
Performance appraisal sample wordingPerformance appraisal sample wording
Performance appraisal sample wording
 
Confidential assistant performance appraisal
Confidential assistant performance appraisalConfidential assistant performance appraisal
Confidential assistant performance appraisal
 
Performance appraisal letter sample
Performance appraisal letter samplePerformance appraisal letter sample
Performance appraisal letter sample
 
Review of literature on performance appraisal
Review of literature on performance appraisalReview of literature on performance appraisal
Review of literature on performance appraisal
 
Writing performance appraisal phrases
Writing performance appraisal phrasesWriting performance appraisal phrases
Writing performance appraisal phrases
 
Staff performance appraisal sample
Staff performance appraisal sampleStaff performance appraisal sample
Staff performance appraisal sample
 
Performance appraisal examples
Performance appraisal examplesPerformance appraisal examples
Performance appraisal examples
 
Performance appraisal guidelines
Performance appraisal guidelinesPerformance appraisal guidelines
Performance appraisal guidelines
 
Performance appraisal metrics
Performance appraisal metricsPerformance appraisal metrics
Performance appraisal metrics
 
Sample performance appraisal report
Sample performance appraisal reportSample performance appraisal report
Sample performance appraisal report
 
Annual performance appraisal report
Annual performance appraisal reportAnnual performance appraisal report
Annual performance appraisal report
 
Performance appraisal design
Performance appraisal designPerformance appraisal design
Performance appraisal design
 
Performance appraisal report
Performance appraisal reportPerformance appraisal report
Performance appraisal report
 
Performance appraisal comments
Performance appraisal commentsPerformance appraisal comments
Performance appraisal comments
 
Online performance appraisal
Online performance appraisalOnline performance appraisal
Online performance appraisal
 

Similar to Performance appraisal process

Performance appraisal meeting
Performance appraisal meetingPerformance appraisal meeting
Performance appraisal meetingadrianlarson732
 
Best performance appraisal
Best performance appraisalBest performance appraisal
Best performance appraisalbenhouston803
 
Employees comments on performance appraisal
Employees comments on performance appraisalEmployees comments on performance appraisal
Employees comments on performance appraisalmarianelson0292
 
Employees comments on performance appraisal
Employees comments on performance appraisalEmployees comments on performance appraisal
Employees comments on performance appraisallindaparker079
 
Performance phrases examples
Performance phrases examplesPerformance phrases examples
Performance phrases examplesameliajones530
 
Purpose of a performance appraisal
Purpose of a performance appraisalPurpose of a performance appraisal
Purpose of a performance appraisalbutterangela123
 
Comments on performance appraisal
Comments on performance appraisalComments on performance appraisal
Comments on performance appraisalzulmaweber
 
Job performance appraisal
Job performance appraisalJob performance appraisal
Job performance appraisalcoxdennis362
 
Appraisal performance
Appraisal performanceAppraisal performance
Appraisal performancealexsmith9114
 
Performance appraisal best practices
Performance appraisal best practicesPerformance appraisal best practices
Performance appraisal best practicesluciacarter412
 
Performance appraisal best practices
Performance appraisal best practicesPerformance appraisal best practices
Performance appraisal best practiceskianramirez765
 
Performance appraisal forms samples
Performance appraisal forms samplesPerformance appraisal forms samples
Performance appraisal forms sampleskianramirez765
 
Employee performance appraisal comments
Employee performance appraisal commentsEmployee performance appraisal comments
Employee performance appraisal commentssonnyhughes74
 
Employee performance appraisal comments
Employee performance appraisal commentsEmployee performance appraisal comments
Employee performance appraisal commentslindaparker079
 
Performance appraisal form format
Performance appraisal form formatPerformance appraisal form format
Performance appraisal form formataprileward14
 
Performance appraisal images
Performance appraisal imagesPerformance appraisal images
Performance appraisal imagesmarianelson0292
 
My performance appraisal
My performance appraisalMy performance appraisal
My performance appraisalelenavogel8
 
Performance of appraisal
Performance of appraisalPerformance of appraisal
Performance of appraisalritahenry316
 

Similar to Performance appraisal process (20)

HR STRATEGIES: PERFORMANCE EVALUATIONS
HR STRATEGIES:  PERFORMANCE EVALUATIONSHR STRATEGIES:  PERFORMANCE EVALUATIONS
HR STRATEGIES: PERFORMANCE EVALUATIONS
 
Performance appraisal meeting
Performance appraisal meetingPerformance appraisal meeting
Performance appraisal meeting
 
Best performance appraisal
Best performance appraisalBest performance appraisal
Best performance appraisal
 
Employees comments on performance appraisal
Employees comments on performance appraisalEmployees comments on performance appraisal
Employees comments on performance appraisal
 
Employees comments on performance appraisal
Employees comments on performance appraisalEmployees comments on performance appraisal
Employees comments on performance appraisal
 
Performance phrases examples
Performance phrases examplesPerformance phrases examples
Performance phrases examples
 
Purpose of a performance appraisal
Purpose of a performance appraisalPurpose of a performance appraisal
Purpose of a performance appraisal
 
Comments on performance appraisal
Comments on performance appraisalComments on performance appraisal
Comments on performance appraisal
 
Job performance appraisal
Job performance appraisalJob performance appraisal
Job performance appraisal
 
Appraisal performance
Appraisal performanceAppraisal performance
Appraisal performance
 
Performance appraisal best practices
Performance appraisal best practicesPerformance appraisal best practices
Performance appraisal best practices
 
Performance appraisal best practices
Performance appraisal best practicesPerformance appraisal best practices
Performance appraisal best practices
 
Employee review phrases
Employee review phrasesEmployee review phrases
Employee review phrases
 
Performance appraisal forms samples
Performance appraisal forms samplesPerformance appraisal forms samples
Performance appraisal forms samples
 
Employee performance appraisal comments
Employee performance appraisal commentsEmployee performance appraisal comments
Employee performance appraisal comments
 
Employee performance appraisal comments
Employee performance appraisal commentsEmployee performance appraisal comments
Employee performance appraisal comments
 
Performance appraisal form format
Performance appraisal form formatPerformance appraisal form format
Performance appraisal form format
 
Performance appraisal images
Performance appraisal imagesPerformance appraisal images
Performance appraisal images
 
My performance appraisal
My performance appraisalMy performance appraisal
My performance appraisal
 
Performance of appraisal
Performance of appraisalPerformance of appraisal
Performance of appraisal
 

More from rileyking286

What is performance appraisal
What is performance appraisalWhat is performance appraisal
What is performance appraisalrileyking286
 
Performance appraisal
Performance appraisalPerformance appraisal
Performance appraisalrileyking286
 
Performance appraisal template
Performance appraisal templatePerformance appraisal template
Performance appraisal templaterileyking286
 
Performance appraisal system
Performance appraisal systemPerformance appraisal system
Performance appraisal systemrileyking286
 
Performance appraisal sample
Performance appraisal samplePerformance appraisal sample
Performance appraisal samplerileyking286
 
Performance appraisal methods
Performance appraisal methodsPerformance appraisal methods
Performance appraisal methodsrileyking286
 
Performance appraisal form
Performance appraisal formPerformance appraisal form
Performance appraisal formrileyking286
 
Performance appraisal definition
Performance appraisal definitionPerformance appraisal definition
Performance appraisal definitionrileyking286
 
Methods of performance appraisal
Methods of performance appraisalMethods of performance appraisal
Methods of performance appraisalrileyking286
 
360 degree performance appraisal
360 degree performance appraisal360 degree performance appraisal
360 degree performance appraisalrileyking286
 

More from rileyking286 (10)

What is performance appraisal
What is performance appraisalWhat is performance appraisal
What is performance appraisal
 
Performance appraisal
Performance appraisalPerformance appraisal
Performance appraisal
 
Performance appraisal template
Performance appraisal templatePerformance appraisal template
Performance appraisal template
 
Performance appraisal system
Performance appraisal systemPerformance appraisal system
Performance appraisal system
 
Performance appraisal sample
Performance appraisal samplePerformance appraisal sample
Performance appraisal sample
 
Performance appraisal methods
Performance appraisal methodsPerformance appraisal methods
Performance appraisal methods
 
Performance appraisal form
Performance appraisal formPerformance appraisal form
Performance appraisal form
 
Performance appraisal definition
Performance appraisal definitionPerformance appraisal definition
Performance appraisal definition
 
Methods of performance appraisal
Methods of performance appraisalMethods of performance appraisal
Methods of performance appraisal
 
360 degree performance appraisal
360 degree performance appraisal360 degree performance appraisal
360 degree performance appraisal
 

Recently uploaded

How to Add a many2many Relational Field in Odoo 17
How to Add a many2many Relational Field in Odoo 17How to Add a many2many Relational Field in Odoo 17
How to Add a many2many Relational Field in Odoo 17Celine George
 
Practical Research 1 Lesson 9 Scope and delimitation.pptx
Practical Research 1 Lesson 9 Scope and delimitation.pptxPractical Research 1 Lesson 9 Scope and delimitation.pptx
Practical Research 1 Lesson 9 Scope and delimitation.pptxKatherine Villaluna
 
3.21.24 The Origins of Black Power.pptx
3.21.24  The Origins of Black Power.pptx3.21.24  The Origins of Black Power.pptx
3.21.24 The Origins of Black Power.pptxmary850239
 
Human-AI Co-Creation of Worked Examples for Programming Classes
Human-AI Co-Creation of Worked Examples for Programming ClassesHuman-AI Co-Creation of Worked Examples for Programming Classes
Human-AI Co-Creation of Worked Examples for Programming ClassesMohammad Hassany
 
Prescribed medication order and communication skills.pptx
Prescribed medication order and communication skills.pptxPrescribed medication order and communication skills.pptx
Prescribed medication order and communication skills.pptxraviapr7
 
Latin American Revolutions, c. 1789-1830
Latin American Revolutions, c. 1789-1830Latin American Revolutions, c. 1789-1830
Latin American Revolutions, c. 1789-1830Dave Phillips
 
Philosophy of Education and Educational Philosophy
Philosophy of Education  and Educational PhilosophyPhilosophy of Education  and Educational Philosophy
Philosophy of Education and Educational PhilosophyShuvankar Madhu
 
How to Print Employee Resume in the Odoo 17
How to Print Employee Resume in the Odoo 17How to Print Employee Resume in the Odoo 17
How to Print Employee Resume in the Odoo 17Celine George
 
What is the Future of QuickBooks DeskTop?
What is the Future of QuickBooks DeskTop?What is the Future of QuickBooks DeskTop?
What is the Future of QuickBooks DeskTop?TechSoup
 
Ultra structure and life cycle of Plasmodium.pptx
Ultra structure and life cycle of Plasmodium.pptxUltra structure and life cycle of Plasmodium.pptx
Ultra structure and life cycle of Plasmodium.pptxDr. Asif Anas
 
In - Vivo and In - Vitro Correlation.pptx
In - Vivo and In - Vitro Correlation.pptxIn - Vivo and In - Vitro Correlation.pptx
In - Vivo and In - Vitro Correlation.pptxAditiChauhan701637
 
The Stolen Bacillus by Herbert George Wells
The Stolen Bacillus by Herbert George WellsThe Stolen Bacillus by Herbert George Wells
The Stolen Bacillus by Herbert George WellsEugene Lysak
 
CAULIFLOWER BREEDING 1 Parmar pptx
CAULIFLOWER BREEDING 1 Parmar pptxCAULIFLOWER BREEDING 1 Parmar pptx
CAULIFLOWER BREEDING 1 Parmar pptxSaurabhParmar42
 
How to Add a New Field in Existing Kanban View in Odoo 17
How to Add a New Field in Existing Kanban View in Odoo 17How to Add a New Field in Existing Kanban View in Odoo 17
How to Add a New Field in Existing Kanban View in Odoo 17Celine George
 
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptxPISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptxEduSkills OECD
 
Quality Assurance_GOOD LABORATORY PRACTICE
Quality Assurance_GOOD LABORATORY PRACTICEQuality Assurance_GOOD LABORATORY PRACTICE
Quality Assurance_GOOD LABORATORY PRACTICESayali Powar
 
AUDIENCE THEORY -- FANDOM -- JENKINS.pptx
AUDIENCE THEORY -- FANDOM -- JENKINS.pptxAUDIENCE THEORY -- FANDOM -- JENKINS.pptx
AUDIENCE THEORY -- FANDOM -- JENKINS.pptxiammrhaywood
 
How to Show Error_Warning Messages in Odoo 17
How to Show Error_Warning Messages in Odoo 17How to Show Error_Warning Messages in Odoo 17
How to Show Error_Warning Messages in Odoo 17Celine George
 
Easter in the USA presentation by Chloe.
Easter in the USA presentation by Chloe.Easter in the USA presentation by Chloe.
Easter in the USA presentation by Chloe.EnglishCEIPdeSigeiro
 

Recently uploaded (20)

How to Add a many2many Relational Field in Odoo 17
How to Add a many2many Relational Field in Odoo 17How to Add a many2many Relational Field in Odoo 17
How to Add a many2many Relational Field in Odoo 17
 
Practical Research 1 Lesson 9 Scope and delimitation.pptx
Practical Research 1 Lesson 9 Scope and delimitation.pptxPractical Research 1 Lesson 9 Scope and delimitation.pptx
Practical Research 1 Lesson 9 Scope and delimitation.pptx
 
3.21.24 The Origins of Black Power.pptx
3.21.24  The Origins of Black Power.pptx3.21.24  The Origins of Black Power.pptx
3.21.24 The Origins of Black Power.pptx
 
Human-AI Co-Creation of Worked Examples for Programming Classes
Human-AI Co-Creation of Worked Examples for Programming ClassesHuman-AI Co-Creation of Worked Examples for Programming Classes
Human-AI Co-Creation of Worked Examples for Programming Classes
 
Prescribed medication order and communication skills.pptx
Prescribed medication order and communication skills.pptxPrescribed medication order and communication skills.pptx
Prescribed medication order and communication skills.pptx
 
Latin American Revolutions, c. 1789-1830
Latin American Revolutions, c. 1789-1830Latin American Revolutions, c. 1789-1830
Latin American Revolutions, c. 1789-1830
 
Philosophy of Education and Educational Philosophy
Philosophy of Education  and Educational PhilosophyPhilosophy of Education  and Educational Philosophy
Philosophy of Education and Educational Philosophy
 
How to Print Employee Resume in the Odoo 17
How to Print Employee Resume in the Odoo 17How to Print Employee Resume in the Odoo 17
How to Print Employee Resume in the Odoo 17
 
What is the Future of QuickBooks DeskTop?
What is the Future of QuickBooks DeskTop?What is the Future of QuickBooks DeskTop?
What is the Future of QuickBooks DeskTop?
 
Ultra structure and life cycle of Plasmodium.pptx
Ultra structure and life cycle of Plasmodium.pptxUltra structure and life cycle of Plasmodium.pptx
Ultra structure and life cycle of Plasmodium.pptx
 
In - Vivo and In - Vitro Correlation.pptx
In - Vivo and In - Vitro Correlation.pptxIn - Vivo and In - Vitro Correlation.pptx
In - Vivo and In - Vitro Correlation.pptx
 
The Stolen Bacillus by Herbert George Wells
The Stolen Bacillus by Herbert George WellsThe Stolen Bacillus by Herbert George Wells
The Stolen Bacillus by Herbert George Wells
 
CAULIFLOWER BREEDING 1 Parmar pptx
CAULIFLOWER BREEDING 1 Parmar pptxCAULIFLOWER BREEDING 1 Parmar pptx
CAULIFLOWER BREEDING 1 Parmar pptx
 
How to Add a New Field in Existing Kanban View in Odoo 17
How to Add a New Field in Existing Kanban View in Odoo 17How to Add a New Field in Existing Kanban View in Odoo 17
How to Add a New Field in Existing Kanban View in Odoo 17
 
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptxPISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
 
Quality Assurance_GOOD LABORATORY PRACTICE
Quality Assurance_GOOD LABORATORY PRACTICEQuality Assurance_GOOD LABORATORY PRACTICE
Quality Assurance_GOOD LABORATORY PRACTICE
 
AUDIENCE THEORY -- FANDOM -- JENKINS.pptx
AUDIENCE THEORY -- FANDOM -- JENKINS.pptxAUDIENCE THEORY -- FANDOM -- JENKINS.pptx
AUDIENCE THEORY -- FANDOM -- JENKINS.pptx
 
How to Show Error_Warning Messages in Odoo 17
How to Show Error_Warning Messages in Odoo 17How to Show Error_Warning Messages in Odoo 17
How to Show Error_Warning Messages in Odoo 17
 
Easter in the USA presentation by Chloe.
Easter in the USA presentation by Chloe.Easter in the USA presentation by Chloe.
Easter in the USA presentation by Chloe.
 
Personal Resilience in Project Management 2 - TV Edit 1a.pdf
Personal Resilience in Project Management 2 - TV Edit 1a.pdfPersonal Resilience in Project Management 2 - TV Edit 1a.pdf
Personal Resilience in Project Management 2 - TV Edit 1a.pdf
 

Performance appraisal process

  • 1. Performance appraisal process In this file, you can ref useful information about performance appraisal process such as performance appraisal process methods, performance appraisal process tips, performance appraisal process forms, performance appraisal process phrases … If you need more assistant for performance appraisal process, 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 performance appraisal process ================== Performance appraisals are one of the least liked and most dreaded responsibilitiesthat any manager has to endure. They're worse than terminations. After you fire someone,they're gone; but after a performance review, they're still around. Staringat you. Resenting you. Challenging you and sometimes even subverting your abilityto manage the group. Some managers will go to great lengths to avoid doing reviews. I'm of a different opinion. I believe that performance management can be anenjoyable and rewarding process. Yes, I said enjoyable. I'll go so far as tosay that I think performance management can be as enjoyable as the ThanksgivingDay Parade. Keep that thought in mind as I describe a six-step approach (usethe acronym PARADE to remember it) that can alleviate much of the worry anddread associated with performance management. Step one: Preparation. The key to success in any endeavor is preparation. In this case, preparationmeans sitting down and creating objectives for the performance period. We'vegot to ensure that people know what's expected of them if we ever expect themto achieve it. Think of setting objectives as a road map with a set of directions. The roadmap is your organization, or your industry, and the directions lead employeesto their goal. If people don't know where they're going, how can we ever expectthem to get there? How will they know when
  • 2. they've arrived? It's also criticalto get employees' input on their own objectives if we want to increase theircommitment to achieving those goals. If people feel that they have a voice intheir assignments, they will frequently work harder toward the success of thoseassignments. Step two: Assessment. A critical manager responsibility is assessing and giving timely feedbackto your staff on their performance. There are many benefits to doing this. Feedbackon performance that is given as soon as possible has proven to be the most effective.It's not fair or effective to tell someone how she messed up, or (more rarely)how well she did, weeks after the job is done. Let people know quickly so theycan either address the error or replicate the success. This also addresses two of the most common fears that managers have about performanceappraisals: confrontations and surprises. Many managers avoid delivering performancereviews because they fear confrontation. They see it as an "us versus them"event. This is usually a result of a lack of communication between the managerand staff. If the performance review is the only time that managers talk with staff abouthow they're doing, and especially if employees feel that this one meeting hastremendous impact on their salary increases, the meeting takes on enormous proportions.With all the tension in the room, how can it be a successful interchange? Mostemployees, when questioned as to what the once-a-year review reminded them of,responded, "A trip to the principal's office." Ongoing communicationthroughout the year is the key to reducing the fear and anxiety associated withthis meeting for both participants. When asked what they want out of the performance review meeting, both managersand staff most often respond, "No surprises." This is what I heareven more often than a hope for the highest rating. Not everyone expects tobe a superstar, but people want to know how they are doing. They don't wantto have it sprung on them at the last minute, when they no longer have the opportunityto do anything about it. They want to be treated with respect and as partnersthroughout the performance cycle. Continuous assessment and feedback is thekey to ensuring that there are no surprises, which of course also lessens thelikelihood of a confrontation. Surprises beget confrontations. Communicationprevents them. Step three: Reviewing documents. Before you actually do sit down with the employee, review all your documentationfrom the year. Take a look again at the objectives that you and the employeeagreed to and documented at the beginning of the year. Look for any commendationsor letters you may have received about the employee during the year.
  • 3. Review your notes from the meetings that you've had with the employee. Thensit down and write the first draft of the performance review. Some organizationsoffer the employee the opportunity to create a first draft as well. Then themanager and the employee sit down to review the employee's progress before theactual review. This keeps the employee involved in the process and makes himfeel that he's getting a fair evaluation. It's another great technique for reducingor eliminating surprises. Step four: Appropriate setting. Make sure that you have an appropriate setting in which to deliver the appraisal.The most commonly used location, a manager's office, is often the worst place.It's not neutral territory (remember that principal's office analogy), and nomatter how much rapport-building you do or how long you've worked with the employee,it's still "your turf." A conference room is often best, but if that's not available, find some otherplace. Be creative. The cafeteria may not seem like a very private place, butin between mealtimes, it's often possible to find a secluded table in a corner.You want the setting to relax employees, not add to their anxiety. This is onereason to avoid restaurants. Some managers choose to do appraisals over lunch.It's a way to reward the employee, but restaurants at lunch are far from private.Even employees who expect positive reviews seldom feel particularly hungry whenthey go into this meeting. Consider meeting in the employee's office if it has a door, or borrowing acolleague's office. Meeting somewhere other than your office also makes it easierto end the meeting. Getting someone out of your office when the review is completed,particularly if the person thinks there is more to discuss, can be particularlyonerous. It tends to reek of dismissal. This can undercut even the most positiveof appraisals. Step five: Deliver it clearly. Deliver the appraisal in simple language. Don't use code or jargon, and don'tmince words. Don't dance around the issue at hand even if the appraisal is notas positive as the employee might have hoped. She'll pick up on your discomfortlike a shark sensing blood in the water. If she feels that you're not confidentin your appraisal, she may think that there is a last-minute chance to improveit. This isn't a meeting to renegotiate the objectives or the standards forperformance that were set at the beginning of the year. This advice on clarity goes for both good news and bad! When it comes to goodnews, some managers avoid it because they're afraid to tell an employee shehas done a good job. "What if I have to fire her someday?" they ask.I tell them that if the employee has done a good job, tell her so. If you haveto fire that employee someday, you will have a good reason why. You'll be ableto explain it to the employee because you will have developed the necessarycommunication skills.
  • 4. More often, managers feel a need to hide the bad news. They're afraid to hurtthe employee's feelings, they fear an argument, or they just don't like to talkabout someone's shortcomings. Many managers feel that if the employee hasn'tdone as well as expected or hoped, this is a poor reflection on the manager.If someone's performance has been subpar, managers owe it to the employee, theorganization, and themselves to inform the employee. By glossing over employees' performance deficits or inflating their ratingsto spare their feelings, managers are actually exposing the company and themselvesto great liability. If managers have been doing the assessment and feedbackthroughout the year, there is little likelihood that there will be any confrontationor conflagration at the review meeting. Tell people straight out what they'vedone well and where they need to improve. They'll respect you for it, and yourcredibility and standing as a manager will rise because of it. Step six: Encouragement. At the conclusion of the performance appraisal meeting, which also marks theend of one performance appraisal cycle and the beginning of the next, your jobis to encourage. You want to motivate the employee to continue doing that whichhe does well and to improve in the areas where there is room for growth. Thisis the best way to make these meetings productive and positive. Even if theperson's appraisal has not been as high as he might have hoped, remind the employeethat he is still valued and that you'll support him in his development. Offer to set up a separate meeting at which you will discuss his developmentplan. This is a terrific way to let the employee know that you support him andare willing to invest your time and the organization's training dollars in hisgrowth in the company. The performance management process is actually the organization'sbest retention tool. Too often, when employees get a less-than-stellar appraisal,they take it as an indication that this is the beginning of the end. This isthe first step on that dreaded "Documentation Trail" that can onlylead to the door. Let them know that you believe in them and their ability toimprove. Your willingness to work with and invest in them is a wonderful turnaroundtool to effect an attitude adjustment. ================== III. Performance appraisal methods
  • 5. 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
  • 6. 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
  • 7. 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 Performance appraisal process (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
  • 8. • 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