Performance Appraisal Sample Answers 3u51e

Performance appraisal sample answers In this file, you can ref useful information about performance appraisal sample answers such as performance appraisal sample answers methods, performance appraisal sample answers tips, performance appraisal sample answers forms, performance appraisal sample answers phrases … If you need more assistant for performance appraisal sample answers, 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 sample answers ================== Meeting with your boss for a performance review probably isn’t one of your favorite activities, particularly if you expect to hear criticism or questions about your performance. When you’re nervous or emotional, you may not answer questions quite as professionally as you would like. A little preparation before the review can give you the confidence you need to handle a potentially difficult conversation. Attitude is Key It can be hard to maintain a positive attitude when your boss questions your work. Although you may feel angry, upset or defensive, keep those feelings to yourself. Keep in mind that the purpose of the performance review is to help you become an even better employee. Your supervisor uses questions as tools to help you think about what you could have done differently in situations or what you can do better in the future. Answer questions truthfully, and take ownership of your part in any problems during the past year. You may feel less nervous about the review if you compile a list of questions you think your boss might ask. Prepare and Reflect Review your achievements and failures during the past year and write a brief summary of each one. This forces you to focus on outcomes, rather than on extraneous details. When your boss asks you about these items, draw on your prepared summary. For example, if your boss asks why you didn’t meet your sales goal for the second quarter, you can mention that supply shortages affected product deliveries during that quarter -- but that you put in extra time the remainder of

the year and exceeded your yearly target. ing documents can be helpful when responding to questions. “U.S. News and World Report” magazine suggests that you bring a file of accolades and other proof of your accomplishments to the review. Practice Makes Perfect Practice is the key to a confident delivery of your answers. Take a look at the list of questions you compiled and practice your response to each question. Ask a friend to critique your performance, or record yourself and listen to your answers. It’s important that you answer each question completely and provide facts, figures or other information that back up your answer, if possible. Pay attention to your tone when you answer questions. Aim for a calm, positive tone, no matter what subject you discuss. The Future Goals are usually discussed at the end of performance reviews. Be prepared for questions about your goals by writing a list of things you’d like to learn in the coming year or skills you want to improve. Include the reasons you chose these specific goals. For example, you may want to take a database-management class to improve your skills and reduce the time you spend addressing database issues. If you can provide a solid argument for how the class would improve your job performance, your boss might be more willing to approve the request. ==================

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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