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Performance appraisal interview

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I. Contents of getting performance appraisal interview


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It is important that arrangements for the Performance Appraisal be made well in advance so that
both Appraisor and Appraisee have adequate time to prepare properly.
A number of things need to be done in preparation to ensure a fruitful discussion:

Review Appraisees' Performance Appraisal Forms to refresh your memory regarding the
Performance Measures (Goals/Objectives/KPIs/Competencies) that were agreed with
them.

Review their previous Appraisal Summary & Performance Optimization Plans (POPs) to
see what was agreed that they should work on improving. Did you do what you have
undertaken?

Study their Performance Record Notes as accumulated throughout the performance


period. Consult all other relevant records on their performance.

Inform them to prepare for the Appraisal by completing and printing out their Appraisal
Prep Forms, and studying/printing out their Performance Record Notes. The system
allows you to request that they release their Prep Form to you prior to the appraisal
(check your company policy on this).

Agree a mutually suitable date and time for the interview. A minimum of one week's
notice should be given. For more senior and specialist positions, allow even more
preparation time.

Select a private, comfortable venue where you can meet in a relaxed, unhurried, informal
atmosphere, without disturbances or interruptions. Avoid sitting behind a desk during the
interview. Rather sit together with the Appraisee in front of your desk or, alternatively, at
a conference table. Sitting behind a desk transmits a nonverbal message of formality,
reinforcing the "superior-subordinate" relationship.

Set aside adequate time for the Appraisal Interview, which may vary in length from 45 to
90 minutes, depending on the complexity and seniority of the position under
consideration.

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III. Performance appraisal methods

1. 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.

2. 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.

3. 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 Raters biases

4. 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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

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