Essay Evaluation Method in Performance Appraisal
Essay evaluation method in performance appraisal
1. Definition of essay evaluation
• This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior. Essay evaluation is a non-quantitative technique
• This method usually use with the graphic rating scale method.
2. Input of information sources
• Job knowledge and potential of the employee;
• Employee’s understanding of the company’s programs, policies, objectives, etc.;
• The employee’s relations with co-workers and superiors;
• The employee’s general planning, organizing and controlling ability;
• The attitudes and perceptions of the employee, in general.
3. Disadvantages of essay evaluation
• Manager / supervisor may write a biased essay.
• A busy rater may write the essay hurriedly without properly assessing the actual performance of the worker.
• Apart from that, rater takes a long time, this becomes uneconomical from the view point of the firm, because the time of rater is costly.
• Some evaluators may be poor in writing essays on employee performance. Others may be superficial in explanation and use flowery language which may not reflect the actual performance of the employee.
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Paired Comparison Analysis
1. Definition of paired comparison analysis
• Paired comparison analysis is a good way of weighing up the relative importance of options.
• A range of plausible options is listed. Each option is compared against each of the other options. The results are tallied and the option with the highest score is the preferred option.
2. Advantages and disadvantages of paired comparison analysis
• It is useful where priorities are not clear.
• It is particularly useful where you do not have objective data to base this on.
• It helps you to set priorities where there are conflicting demands on your resources.
• This makes it easy to choose the most important problem to solve, or select the solution that will give you the greatest advantage.
3. Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first, cell second from left; B to row third, cell first from left and B to row first, cell third from left etc; column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options. You may want to convert these values into a percentage of the total score.
4. Paired comparison in performance appraisal
• The term used to describe an appraisal method for ranking employees.
• We use the above model to appraise employee’ s performance.
Weighted Checklist
1. Definition of weighted checklist
This method describe a performance appraisal method where rater familiar with the jobs being evaluated prepared a large list of descriptive statements about effective and ineffective behavior on jobs.
2. Process of weighted checklist
• HR department and Managers / Supervisors will set up checklist for each position.
• If the rater believes strongly that the employee possesses a particular listed trait, he checks the item; otherwise, he leaves the item blank.
3. Sample of weighted checklist
• Does he give respect to his superiors? Yes/No
• Does he follow instructions properly? Yes/No
• Does he make mistakes frequently? Yes/No
The value of each question may be weighted equally or certain questions may be weighted more heavily than others.
4. Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign biased weights to the questions.
• This method also is expensive and time consuming.
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements about the employee’s characteristics, contributions and behaviors.
Critical Incident Method of Performance Appraisal
1. Definition of Critical incident method
• Critical incident is a method used for many sectors.
• Critical incident method- Recording of events by appraiser. An incident is critical when it illustrates what the employers has done or failed to do
• The critical incidents for performance appraisal is a method in which the manager writes down positive and negative performance behavior of employees throughout the performance period.
• Each employee will be evaluated as such and one’s performance appraisal will be based on the logs that are put in the evaluation form.
• The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior.
• At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance.
• The critical incidents file of performance appraisal is a form of documentation that reflect all data about employee performances.
2. Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an annual performance review session.
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360 Degree Performance Appraisal
1. Definition of 360 degree performance appraisal
360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.
2. Who should conduct 360 degree performance appraisal?
• Subordinates.
• Peers.
• Managers (i.e. superior).
• Team members.
• Customers.
• Suppliers/ vendors.
• Anyone who comes into contact with the employee and can provide valuable insights and information.
3. What’s 360 degree measures?
• 360 degree measures behaviors and competencies.
• 360 degree addresses skills such as listening, planning, and goal-setting.
• 360 degree focuses on subjective areas such as teamwork, character, and leadership effectiveness.
• 360 degree provide feedback on how others perceive an employee.
4. 360 degree appraisal has four components:
• Self appraisal
• Subordinate’s appraisal
• Peer appraisal.
• Superior’s appraisal
Categories: Appraisal Methods, Compensation and Benefits, Performance management Tags: 360 Degree, Performance Appraisal
Roles of Job Performance Appraisal
The Roles of Job Performance Appraisal
The roles of performance appraisal in HR management include ones as follows:
1. General appraisal
Appraising the job performance of staff provides basic information, based on which, new businesses can make decisions about promotion and salaries of employees.
2. In work review and improvement
Help HR officers and other employees have the opportunity to review the quality of work – related need for an employee. Most employees are keen to know the comments and evaluations of directors and leaders on their job performance. Assess the job performance of employees and provide this information to employees.
3. In career plan
Help HR officers and the staff make their plans to adjust the errors in their job performance.
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Other Related Letter Format
Notice to Employees of Bonus Cancellation
Poor Performance Warning Letter Format
Salary Increment Letter Based on Performance
Letter of Recommendation for Performance Bonus
Categories: Appraisal Overview, Compensation and Benefits, Performance management Tags: Roles
Objectives and Policies of Performance Appraisal
Objectives and policies of performance appraisal
1. Objectives of performance appraisal
• Improve performance effectiveness and feedbacks: the whole company.
• Plan human resources: promotion, especially in management, overtaking.
• Recruitment and selection: Score tabulation allows forecasting employee’s work accomplishment possibility and measuring the effectiveness of tests.
• Development of human resources: Show the demand for training, education and development; identify employee’s imperfections to be corrected.
• Career plan and development: Identify employee’s potential imperfections; help them to carry out the plan.
• Salary and treatment: Decision of salary increase, bonus increase.
• Inferior personnel tie: Promotion, reduction in grade, contract termination, work suspension, transfer.
• Employee potential appraisal: Based on employees’ work accomplishment, examine past activities to forecast future performance. Common mistake is made when one of high professional capacity is promoted lacking leading capacity. The evaluated object needs to be specified so that an objective appraisal is guaranteed.
2. Policies of performance appraisal
Specify in handbook or publicize at meetings. Managers must bring these in their minds.
• Maintaining encouragement of outstanding achievements.
• Maintaining leading quality improvement, bonus increase for those of good performance.
• Creating favorable conditions for employees to get involved in management decisions.
• Encourage employees’ integration and involvement in company’s structure and goals.
• Creating opportunities for employees to excel, demonstrate talent and potential.
• Managers support their employees, labor force.
• No breach of state laws and company’s disciplines, no bias.
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Categories: Appraisal Overview, Compensation and Benefits, Performance management Tags: Objectives, Policies
Notes in Performance Appraisal
Notes in performance appraisal
1. General rule
Generally, the staff will improve their way of work before performance appraisal and this will be recorded in the appraisal. However, business should pay attention to that in the annual appraisal and appraise the whole process. The staff’s working behavior will returned to their original status after performance appraisal is completed.
2. Concession in performance appraisal
Remember that concession in performance appraisal results in many troublesome problems. The concession will offer the employees a highly appreciated result for mediocre work and they will be rewarded. However, the same results will continue in their work because they are not assessed at their true worth, not recommended improvement.
3. Overlooking mistake
Overlooking mistake will also make mental troubles. The good staffs have less motivation to work because there no difference between their rewards and that of bad staffs. Lack of strictness leads to concession. Once a high standard is sustained, the appraisal accurately reflects the work of staff. The over-rigorous assessment reduces the employee’s working motivation and makes them disappointed. They think that whatever they do, they also have not got fit reward.
4. Consolidation of employee’s attitude
The consolidation of employee’s attitude focuses on the impact of working behavior. The manager plays a key role in strengthening the staff’s current attitude and proving new working behavior.
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5 advices on how to Evaluate your employee’s Performance
5 advices on how to evaluate your employee’s performance
In business, however big or small, it is necessary to have a regular summary of sales result and more importantly, of the employee performance, as this may help the employees with experience to improve their work and to be more effective and productive later. Follows will be some advices for company leaders as well as managers of any department on how to evaluate an employee’s performance.
1. Encouraging employees to self-evaluate their performance to find out their strong and weak points. It will be much more comprehensive and objective if an employee’s performance is evaluated by both the manager and himself.
2. Having a straightforward but not much negative point of view toward the weak points of an employee. It should be considered as experience and lesson to improve the later performance.
3. However small your company may be, as a director, you should not take it lightly when evaluating your employees or regularly summarizing the business result.
4. Emphasizing on what you and your employee have been acquiring as well as on what can be achieved in the future. Never use performance report to criticize the mistakes the employee made, but to make it valuable lesson of experience.
5. Trying to be fair and applying general criteria or principles to evaluate the performance of all employees.
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Categories: Appraisal Overview, Compensation and Benefits, Performance management Tags: Employee Performance