Performance appraisal is defined as a process that systematically measures an employees personality and performance usually by managers or immediate supervisors against the predefined attributes like skillset, knowledge about the role, technical know-how, attitude, punctuality and so on. Show
Performance appraisal has many names across organizations, some call it performance evaluation, some prefer performance review, merit rating, annual reviews, etc. This process is carried out to identify the inherent qualities of an employee and the abilities and level of competency of an employee for their future growth and development and that of the organization they are associated with. It aims at ascertaining the value of an employee and his/her offering to the organization. Performance appraisal helps managers and supervisors place the right employee to do the right job, depending on the skill set they possess. Without an ounce of doubt, every organization needs a robust performance appraisal system. There are various methods that are used by managers and supervisors to evaluate employees based on objective and subjective factors, however, it can get a bit tricky, but to effectively evaluate an employee both factors are essential. Objectives of performance appraisalFollowing are the objectives to conduct performance appraisal year after year:
Performance appraisal processStep 1: In most organizations, the performance appraisal process means evaluating an employee every 6 months or one year for the period an employee has continually worked with the organization. In modern times, the Human Resources department sends out an employee survey for them to fill out to collect data related to their engagement and satisfaction levels. Step 2: The employee’s immediate manager or supervisor will then evaluate the quality of the employee’s performance based on the work done in the previous year and then meet face-to-face to discuss the facts and figures. Step 3: The feedback received from the survey can be kept anonymous. This feedback can be analyzed real-time by using QuestionPro’s Workforce platform, that measures, analyzes and activates data to get actionable insights. For probationary employees, the probation period usually lasts between three to six months. Their evaluation is based on whether they have come at pace with the work and culture of the organization and if they are ready to take up more responsibilities. Performance appraisal methodsThere are 5 performance appraisal methods. Using one of these methods for performance appraisal can help organizations gain partial information. However, combining one or more methods will lead to extracting better information and accurate data. It is one thing to collect data and another to do something actionable with it.
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Disadvantages of performance appraisal
Which of the following is a disadvantage of using performance appraisals?Creates Negative Experience: If not done right, the performance appraisal can create a negative experience for both the employee as well as the manager. Proper training on processes and techniques can help with this.
Which of the following is a disadvantage of self appraisal in the performance appraisal process?The following are disadvantages of a self-appraisal: The employee may deliberately give a low rating in order to avoid disagreement with the rater. The employee may deliberately give a high rating in order to put pressure on the rater. When the employee and the rater disagree, bad feelings can result.
Which of the following is a disadvantage typically associated with the graphic rating scale appraisal method?The disadvantages include differences among how people score evaluations, perceptions of ratings, a feedback block, a halo effect and a difficulty in separating employees who land in the middle.
What is the key disadvantage of behaviourally anchored rating scales quizlet?The main disadvantage of a behaviorally anchored rating scale (BARS) is that it: requires considerable time and effort to develop.
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