Performance Appraisal Objectives Examples 192wu

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I. Contents of getting performance appraisal objectives examples ================== Performance appraisal objectives might include analyzing employee attendance, job knowledge, initiative, relationship with coworkers, and job quality. They basically measure whether an employee met individual performance goals that mirror performance appraisal objectives of the company. One common objective of an employee evaluation might determine if a salary increase or merit award is appropriate. Job reviews typically occur once a year to set performance appraisal objectives and goals for the following year. Managers hold formal meetings with staff to discuss which objectives were met and where employees fell short. This is an opportunity for supervisors to address weaknesses and areas for improvement. It also offers a chance to reward employees who met objectives of the company. These goals might include increased profits, customer retention, or the development of new clients. An employee might prepare for the review by bringing documentation to show he or she met performance appraisal objectives. This documentation might show how an employee met company goals throughout the year. A record of accomplishments might also help address unwarranted criticism in the employee evaluation. It is generally accepted in the business world that performance appraisal objectives must be measurable, specific, and realistic. Employees should clearly understand what is expected of them and how their performance benefits the firm. If performance is not tied to salary increases,

employees should understand the company policy on raises and the purpose of annual performance reviews. Management personnel typically determine if performance appraisal objectives aim to reward or correct employee behavior. They also identify training programs needed to help employees meet defined goals and make objectives meaningful. Open communication, especially when parameters of the job review process change, helps ensure workers understand reasons for evaluations. Some companies include the employee in the process used to set goals. This gives each staff member a chance to discuss personal circumstances that might hinder success. For example, an employee dealing with a critically ill parent might want to discuss attendance goals. Problems with a difficult coworker might also affect the worker’s attitude about the job. He or she might suggest training methods used to improve performance and the benefit or lack of benefit of these programs. Some companies use performance appraisal objectives to increase the volume of production and improve profits. Goals set for individual employees might allow them to use initiative to devise ways to increase production without sacrificing quality or accuracy. Managers might set goals for an individual project and review performance upon completion.

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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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