Apraisal Flashcards
What is the purpose of performance appraisal?
To appraise the quality of performance of different employees in various aspects
Includes knowledge of work, ability to work efficiently, coordination, dependability, punctuality, enthusiasm, self-confidence, and leadership qualities.
How does performance appraisal aid in employee training?
It helps in deciding the type and nature of training programs for employees
It can also identify employees who may be considered for promotion.
What is the first step in the performance appraisal process?
Establish performance standards
Performance standards should be clear and objective, and weights and points are to be assigned for appraisal.
What is the second step in the performance appraisal process?
Communicate performance expectations to employees
Effective communication requires feedback from subordinates to ensure understanding.
What sources of information are used to measure actual performance?
- Personal observation
- Statistical reports
- Oral reports
- Written reports
These sources help determine actual performance levels.
What is the fourth step in the performance appraisal process?
Compare actual performance with standards
This involves judging the employee’s potential for growth and noting deviations.
What is discussed in step five of the performance appraisal process?
The results of the appraisal with the employees
Strong points, weak points, and difficulties are indicated and discussed.
What are the two types of corrective action in the appraisal process?
- Immediate corrective action
- Basic corrective action
Immediate action deals with symptoms, while basic action addresses underlying causes.
What is the Straight Ranking Method in performance appraisal?
A traditional method where employees are ranked in order of performance
This method does not provide specific feedback on individual performance.
What does the Person-to-Person Comparison Method involve?
Comparing one employee’s performance directly with another’s
This method can create competition among employees.
What is the purpose of the Graphic or Linear Scale method?
To rate employees on a scale for various performance factors
This method provides a visual representation of performance ratings.
What is the Forced Describtion Method?
Rating elemnts are several set of pairs phrases relating to qualifications
This method can lead to forced rankings and may not reflect actual performance.
What is involved in the Critical Incidents method?
Recording specific examples of employee behavior that illustrate effective or ineffective performance
This method focuses on observable actions rather than abstract traits.
What is the purpose of Group Appraisal?
To evaluate the performance of an employee by a group of evaluators
This can provide a more comprehensive view of performance.
