Performance Appraisal Interview Questions 525x6x

Performance appraisal interview questions In this file, you can ref useful information about performance appraisal interview questions such as performance appraisal interview questions methods, performance appraisal interview questions tips, performance appraisal interview questions forms, performance appraisal interview questions phrases … If you need more assistant for performance appraisal interview questions, 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

I. Contents of getting performance appraisal interview questions ================== An employee must find out the company's future plans for his/her own success. As much as it's true that your manager will always have or questions regarding your performance, it's never a bad idea to have some questions ready for him as well. By asking relevant questions to the manager during appraisal, one will surely showcase his willingness to understand his past failures and overcome them in the next appraisal cycle. Tanvi Saxena, head HR, CapitalVia Global Research Ltd., shares some of the questions that an employee must ask his/her manager during the appraisal interview. What is that one thing that I should stop/start/continue doing? is one of the most critical and important aspects of an appraisal interview. As much as it is the responsibility of an appraiser to provide effective , it is also the candidate's responsibility to ask questions that can help in receiving the most accurate and relevant . This question will also give you clarity on what your manager sees as your successes and failures. What is the company's future growth plan?

Most of the things that you need to know about your year ahead can be known by asking this one single question. Growth does not only mean promotions, but can mean additional responsibility, job rotation, etc. During this conversation you can also mention what are your expectations in of growth. What should be my priority in the coming year? This will provide you with necessary clarity that is much needed for you to succeed in challenges. And let us face it! We often deviate from what's important to what's urgent time to time. Getting this questions answered will keep you focused on the most important tasks. What are the trainings/certifications I should attend? This question will not only help you in keeping yourself up-to-date and in sharpening your skills, but will also act as a preparation for the next appraisal cycle. What are the other areas/opportunity/responsibilities that I can take up within company? This will help you in understanding the other possibilities/opportunities that exist within the organisation. Also, if you are interested in shifting to other domains, you will get the opening to put across your interest. Also, it will present you as a proficient resource who is a multi tasker, and can be utilised as and when the company needs. What business changes are planned in future? What can I do to help? An individual's growth largely depends on company's growth. Hence, it is important for you to know what your company is planning next. Also, as an employee, one must showcase the concern and willingness in helping and ing the company with their business challenges and plans. ==================

III. Performance appraisal methods

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.

2. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.

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 – Rater’s biases

4. Checklist method

Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of istration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings

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 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

employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. When a large number of employees are working, ranking of individuals become a difficult issue. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements.

6. Critical Incidents Method The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are ed by descriptions, is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; may be too much and may appear to be punishment.

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