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goals, and the establishment of new goals. As a manager, you should also clearly link each of
your employees goals to the organizations high level goals. This helps them understand how
their daily work contributes to the organizations success, and gives them a sense of their value
and importance.
But a once a year set and forget approach rarely works to direct employees and encourage high
performance. As a manager, you should check in with employees on a regular basis to see how
theyre progressing.
Make sure their goals are still relevant and adjust them if necessary.
Discuss challenges and offer help.
Review priorities.
Answer questions.
Explain how their work is contributing to larger organizational initiatives or priorities and
update them on organizational progress.
This regular dialogue communicates the importance and value of goals to your employees. It also
communicates your commitment to your employees and to their success.
Support Employee Development
As you work with your employees and dialogue about competencies and goals, stay alert to
teachable moments and learning opportunities. Your ultimate goal should be to help your
employees improve and succeed.
While your annual performance appraisal meeting is a great time to discuss learning needs and
put formal development plans in place, you should really keep the focus on learning all year
long.
Look for opportunities to coach your employees or teach them more about the larger
organization, its mission, purpose, challenges, industry, etc. Model the skills or behaviors they
need to further develop and give them tangible in the moment feedback on their
performance. Offer a variety of learning opportunities, including books, articles,
seminars/webinars, job shadowing, workplace buddying, post-mortems, etc. Make it okay to
make mistakes as long as theyre leveraged as learning opportunities. And coach, coach, coach
Leverage the Power of Performance Management by Making it a Year-Round Activity
Performance management shouldnt be a once a year formality. The activities it encompasses
really form the foundation of good employee management, and should therefore be year-round
activities. By communicating expectations, giving clear direction and context, and supporting
development, you foster strong performance and ultimately organizational success.
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1. Essay Method
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 Raters biases
4. Checklist method
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 terms 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