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third ring using the appropriate greeting, including the company name." Give employees a copy
of the performance plan and explain the job duties and objectives.
Document Performance
Documenting employee performance and behavior is vital for performance appraisals. Since
evaluations are conducted only periodically, it's difficult to remember accomplishments and areas
needing improvement for each employee you manage. Communicate regularly with employees
to facilitate the smooth operation of the department and to prevent them from being shocked by
their performance ratings. Offer praise when earned and correct behavior or performance that
impacts productivity or violates company policy. Informal notes of important discussions contain
details, such as the date, time, issues and names of those present, and are kept in the supervisor's
desk.
Administer Appraisal
After the rating period is over, you complete the appraisal and set up a meeting with the
employee to discuss the performance ratings. Role playing during training helps you learn how
to give employees an opportunity to ask questions or to explain why performance issues exist.
For satisfactory and above employees, set annual objectives, such as duties with more
responsibility or steps to complete for promotions. Place employees who need to improve on
performance development plans that offer additional training and mentoring with a follow-up
review date scheduled for 30 to 90 days.
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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
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