Professional Documents
Culture Documents
In this file, you can ref useful information about employee performance appraisal process such as
employee performance appraisal process methods, employee performance appraisal process tips,
employee performance appraisal process forms, employee performance appraisal process phrases
If you need more assistant for employee 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
Document each area or task the employee is responsible for and indicate how the employee is
doing in respect to each. A numbered rating scale and a section for comments is sufficient.
Include both areas for improvement as well as those items the employee is doing well. Showing
the direct link between the employee’s tasks and company goals or missions reinforces
how employees’ actions affect the company as a whole.
Employee Input
After the manager documents her feedback, the employee will review and respond to the rating
and comments. Employees will get more out of their appraisal by not being defensive. Certainly
factual errors should be corrected, but placing emphasis on future changes is the way to approach
an appraisal. The employee should also document accomplishments she wants to emphasis and
any training or resources she needs to more effectively complete her job.
Conclusion
Follow the written part of the process with a meeting. This is the time for the employee to make
the manager aware of his career aspirations and skills he would like to learn. The manager and
employee will sign the appraisal document and receive copies. An official copy will also go into
the employee’s personnel file. Remember to keep an electronic copy; this will make
the next appraisal easier.
==================
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.
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
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