CHAP 5- Job Performance Appraisal Flashcards
Performance Appraisal is
the systematic evaluation of the performance of employees in order to understand the abilities of a person for further growth and development.
Why We Conduct Performance Appraisal?
To identify the strengths and weaknesses of employees to place right men on right job.
To maintain and assess the potentials present in a person for further growth and development.
To maintain records in order to determine compensation packages, wage structure, salaries raises, promotion, etc.
Performance Appraisal Tools
Critical Incident
Checklists
Paired Comparison
Confidential Report
Field Review Technique
Performance Test
Management by objectives (MBO)
Critical Incident techniques
Under this method, the manager prepares lists of statements of very effective and ineffective behavior of an employee. These critical incidents or events represent the outstanding or poor behavior of employees on the job.
The manager maintains logs of each employee, whereby he periodically records critical incidents of the workers behavior. At the end of the rating period, these recorded critical incidents are used in the evaluation of the worker’s performance.
Critical Incident techniquesex
: A Customer Relations Officer is : March 12 - The Officer patiently attended to a customers complain. He was very polite and prompt in attending the customers problem.
Checklists are
A number of statements that describe a specific job are given. Each statement has a weight or scale value attached to it. While rating an employee the supervisor checks all those statements that most closely describe the behavior of the individual under assessment.
The rating sheet is then scored by averaging the weights of all the statements checked by the rater.
A checklist is constructed for each job by persons who are quite familiar with the jobs. These statements are then categorized by the judges and weights are assigned to the statements in accordance with the value attached by the judges.
paired comparison is
Comparison between the performance of two employees who re working in the same section.
Confidential Reports
Confidential reports are information provided my managers about the work behavior of particular employee.
They include:
Attitude
Motivation
Creativity
Interpersonal relations, team work, etc.
Field Review Technique:
In this method, an employee is not appraised by his direct superior but by another person usually from the HR department or someone outside the employee’s department
MANAGEMENT BY OBJECTIVES (MBO
Management by objectives (MBO) is a modern and systematic method of appraising employee’s performance which was jointly founded by some experts of management science
MBO is an approach of performance appraisal which involves superior and subordinates in setting goals.
The employees work upon achieving their set goals and employers keep a record of how close they are to the accomplishment of the goals.
In this way, employees become clear about which path to accomplish their goals, subsequently increasing and improving his performance level.
Objectives of Performance Appraisal
To provide a feedback to employees regarding their performance and related status.
It serves as a basis for influencing working habits of the employees.
To review and retain the promotional and other training programs
Advantages of Performance Appraisal
Performance appraisal is an investment for the company which can be justified by following advantages:
1. Employees Development:
The systematic procedure of performance appraisal helps the supervisors to frame training policies and programs.
It helps to analyse strengths and weaknesses of employees so that new jobs can be designed for efficient employees and helps in framing future development programs.
Selection Validation:
Performance Appraisal helps the employers to understand the validity and importance of the selection procedure.
The employers come to know the strengths and weaknesses of selection procedure.
Future changes in selection methods can be made in this regard.
Communication between employees and employers :
Through performance appraisal, effective communication can be sought for in the following ways:
Through performance appraisal, the employers can understand and accept skills of subordinates.
The subordinates can understand and create a trust and confidence in superiors.
It develops the spirit of work and boosts the morale of employees
Motivation:
Performance appraisal serves as a motivation tool. Through evaluating performance of employees, a person’s efficiency can be determined if the targets are achieved.
This process motivates a employee to improve the performance in the future
Checklist for Evaluating Employee Performance
Schedule Regular Performance Reviews. …
Document Employee Milestones & Mishaps. …
Create a Standard Evaluation. …
Gather & Review Necessary Documents. …
Conduct Face-to-Face Employee Evaluations. …
Offer Feedback and Recommendations. …
Oversee Peer to Peer Evaluations.
