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Performance appraisal systems

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I. Contents of getting performance appraisal systems


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Performance appraisal systems solve the review process problemnormally a formidable and
cumbersome taskby making it both efficient and effective for managers and employees. HR
often gets bogged down with the process, and managers are often untrained in delivering
effective reviews that actually impact workforce performance and help grow the business.
But there's a much bigger business impact to be had from an online performance appraisal
system than simply time savingsby centrally locating the performance appraisal information
within a formal framework, managers can more easily communicate business strategy and create
measurable goals for their employees that will support overall company objectives. This, in turn,
gives management the tools to measure individual performance throughout the organization and
identify top performers for further development and establish a pay-for-performance
compensation plan.
Create a pay-for-performance culture and retain valuable employees
It's no secret that the key to retaining your top performing employees is recognizing and
compensating them appropriately. In fact, many companies actually lose money by
overcompensating poor performers. This practice leads to an increase in corporate spending due
to the recruiting and training costs associated with new hires. In many instances, a high
employee turnover rate can be traced to disgruntled employees leaving due to what they feel are
unfair salary practices. Alternatively, when employees perceive that the system provides fair
compensation and rewards, employee engagement and retention improves.

Effective goal alignment and performance management lets you establish a true pay-forperformance culture at your company by providing the foundation for closely linking reward
systems with individual and team performance, thereby allowing you to hold on to your high
performing employees.
Deploy Talent and Resources Appropriately
By using a performance appraisal system, you ensure that everyone keeps their projects on track
based upon established goals that are aligned with company goals. Additionally, management has
the tools to make informed business decisions based upon the completion or non-completion of
these recognized goals. Why waste precious human capital pursuing goals not aligned with those
of the company? This is a waste of resources that could be focused on contributions that lead to
achieving true business goals.
More than performance reviews
However, a performance appraisal system is more than simply a database for annual performance
reviews. Developing internal talent can be a significant source of savings considering external
recruitment and training can be twice as expensive as finding internal successors. Managers can
analyze their employees' skill sets within a performance appraisal system to forecast readiness
for promotion and find potential successors and design training programs to assist those
employees found with gaps in required skill sets. The information that is gathered can be
analyzed and used to make informed business decisions regarding promotions, rewards, and
succession planning for internal candidates while supporting difficult decisions when layoffs
loom during challenging economic times.
Create Best Practices
Why reinvent the wheel? Employees with similar job descriptions and, therefore, similar goals
should share best practices company-wide to improve everyone's performance in that area. For
example, when one employee has a system that works efficiently, and is considered an "expert",
others can be trained to follow those best practices and be successful.
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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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