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Performance & Potential Appraisal
Performance & Potential Appraisal
POTENTIAL APPRAISAL
“Nurturing
turns potential
into
performance”
What is performance appraisal?
Employee Assessment – the assessment of an
employee's effectiveness, usually as undertaken at
regular intervals
Performance appraisal may be defined as a
structured formal interaction between a subordinate
and supervisor in which the work performance of
the subordinate is examined and discussed
with a view to identifying weaknesses and strengths as
well as opportunities for improvement and skills’
development
Why Have Performance Appraisal ?
Performance Appraisal offers several
advantages at the level of the:
Individual
Recognition of past effort
Developmental requirements can be uncovered
Team
Alignment of effort with objectives
Motivation of team members
Organization
Development of staff
Achievement of key objectives
Best and focused utilization of human resources
Objectives
Compensation decisions
Promotion decisions
Training and development programmes
Feedback to the employee
Personal growth and development
The Performance Appraisal Process
seen
Logs can help avoid common rating errors and
facilitate discussions about performance improvement
Individual Evaluation Methods
Checklists
In its simplest form, the checklist is a set of
objectives or descriptive statements
If the rater believes that the employee possesses a
listed trait, the item is checked
A rating score equals the number of checks
Individual Evaluation Methods
A variation is the weighted checklist
Supervisors and HR specialists prepare a list of
descriptive statements about behavior
Judges who have observed behavior on the job sort
the statements into piles rated from excellent to
poor
When there is agreement on an item, it is included
in the weighted checklist
The employee’s evaluation is the sum of the scores
(weights) on the items checked
Checklists and weighted checklists can be used
by superiors, peers, or subordinates
Individual Evaluation Methods
Behaviorally Anchored Rating Scales
Smith and Kendall developed the behaviorally
anchored rating scale (BARS), or the behavioral
expectation scale (BES)
The BARS approach uses critical incidents to
anchor statements on a scale
The rater reads the anchors and places an X at some
point on the scale for the ratee
Individual Evaluation Methods
A BARS usually contains these features:
Six to 10 performance dimensions identified and
defined by raters and ratees
The dimensions are anchored with positive and
negative critical incidents
Each ratee is then rated on the dimensions
Ratings are fed back using the terms on the form
No technique is perfect;
they all have limitations
Opposition to Evaluation
Most employees are wary of performance evaluation
Subjective bias and favoritism are real problems
PERFORMANCE