Professional Documents
Culture Documents
CHAPTER OVERVIEW
Performance appraisal is a powerful tool to
help the supervisor meet the objectives of the
department and organization.
The benefits of conducting performance
appraisals include providing information necessary
for improving performance and motivating
employees.
Performance appraisals also provide important
records for the company.
Managers use this information for decisions on raises,
promotions, and discipline.
Appraisal Process
Establish and communicate
expectations for performance.
Observe and measure individual
performance against standards.
Reinforce performance to provide
remedies
Types of Appraisals
Types of commonly used performance
appraisal techniques include:
Graphic rating scales.
Paired-comparison approach.
Forced-choice approach.
Essay appraisal.
Paired-comparison Approach: A
performance appraisal that measures the
relative performance of employees in a
group.
This is a method of performance evaluation that
results in a rank ordering of employees to come
up with a best employee.
This type of approach measures the relative
performance of employees in a group.
Forced-Choice Approach
Forced-choice Approach: A
performance appraisal that presents the
appraiser with sets of statements
describing employee behavior; the
appraiser must choose which statement
is most characteristic of the employee
and which is least characteristic.
Essay Appraisal
Sometimes the supervisor must write a
description of the employees performance.
The essay appraisal is often used along with other
types of appraisals, notably graphic rating scales.
They provide an opportunity for supervisors to
describe aspects of performance not thoroughly
covered by an appraisal questionnaire.
The disadvantage of this method is that their
quality depends on the supervisors writing skills.
Checklist Appraisal
A checklist appraisal is a record of
performance, not an evaluation by the
supervisor.
It contains a series of questions about
the employees performance.
The supervisor checks boxes to answer
the questions yes or no.
The human resources department has a
key for scoring the items resulting in a
rating of the employees performance.
Critical-Incident Appraisal
Critical-incident Appraisal: A
performance appraisal in which the
supervisor keeps a record of incidents
that show positive and negative ways
the employee has acted; the supervisor
uses this record to assess the
employees performance.
Management by Objectives
(MBO)
In organizations where MBO is used to set
goals and objectives for employees, the
supervisor will use this approach for
performance appraisal also.
The appraisal is based on whether or not the
employee has met his or her objectives.
The advantage is that employees know what to
expect.
The supervisor focuses on results rather than
more subjective criteria.
Bias in Appraising
Performance
Performance appraisals should be free
of bias, but this is impossible.
There are several identifiable biases in the
performance appraisals by supervisors.
Harshness Bias: Rating employees more
severely than their performance merits.
Leniency Bias: Rating employees more
favorably than their performance merits.
Purpose of Conducting
Performance Appraisals
The interview between the supervisor
and employee is where performance is
reinforced or remedies are provided.
The supervisor describes what he or she
has observed and discusses this appraisal
with the employee.
Together they agree on areas for
improvement and development.