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Topic: Performance Appraisal (Purpose of Performance Appraisal (A regular…
Topic: Performance Appraisal
Purpose of Performance Appraisal
A regular review of an employee's job performance and overall contribution to a company. It evaluates an employee’s skills, achievement and growth. Its main objective is to measure and improve the performance of employees and increase their future potential and value to the company.
Types of performance appraisal tools
Graphic Rating
Self-assessment
Essay appraisal
Checklist Scale
Critical Incident Appraisal
Work Standard Approach
Ranking
Management by Objectives (MBO)
Behaviorally Anchored Rating Scale (BARS)
360 feedback approach
Pair comparison
Sample copy of the forms - adv/disadv
Graphic Rating
Graphic rating scales require an evaluator to indicate an employee’s overall aptitude and attitude.
Self- Assessment
Self assessments tool force employees to rate their own performance , in their own words. It demonstrates how the employee’s perception of his or her performance compares to the perception of others.
Essay appraisal
The source answers a series of questions about the employee’s performance in essay form. This can be a trait method and/or a behavioral method.
Checklist Scale
Checklist method for performance evaluations lessens the subjectivity. checklist scale is a series of questions that is being asked and the manager responds, yes or no which can fall into either the behavioral/trait method, or both.
Another variation to this scale is a check mark in the criteria the employee meets, and a blank in the areas the employee does not meet.
Critical Incident Appraisal
With a critical incident appraisal, the manager records examples of the employee’s effective and ineffective behavior during the time period between evaluations, which is in the behavioral category. When it is time for the employee to be reviewed, the manager will pull out this file and formally record the incidents that occurred over the time period.
Work Standard Approach
Work standard approach is results-focused, a minimum level is set and the employee’s performance evaluation is based on this level.
Ranking
Ranked based on their value to the manager or supervisor.
Management by Objectives
MBO is result-oriented and similar to work approach. An efficient MBOs, is having strong objectives. To write objectives, they should be SMART
Behaviourally Anchored Rating Scale (BARS)
BARS determines the main performance dimensions of the job. There is specific narrative outline what exemplifies a “good” and “poor” behavior for each category.