Evaluation Of Performance Appraisal Methods

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Criteria for performance appraisals is an appraisal free of bias, documented results on file, strategies implemented by development of performance measures, feedback, and information for an employee to maximize their performance. Rating factors, effectiveness, and results used to either terminate employees or identify those with potential for advancement.

I suggest ratings such as communication, decision making and, appearance and work habits be removed. I do not recommend the same methods for all Darby jobs, there should be different methods of rating the employees, managers and supervisors. I recommend graphic rating scales, management by objectives (MBO) and performance distribution assessment (PDA) to be used

This paper will discuss will discuss rating system that judge employees on job performance. The rating systems that will discuss in this paper are the following: forced-ranking, absolute-rating and relative-rating system. The author will discuss weather forced ranking is a good performance management system, the different between the absolute-rating and relative-rating systems, an what would the author rely on as a rating system and can a absolute-rating system be devise that would guarantee differentiation among workers,

Rating against a standard permits a supervisor to classify employee performance independently from that of other employees. Both supervisor and employee have a reference point for accurately looking at an employee’s long-term performance growth.

Each performance plan should include at least 3-4 main objectives. In each appraisal, be sure to include three strengths and three areas of improvement for employees. Listed improvements should pertain to skill quality, such as time-management rather than like frequently being late. A scale of 1 to 5 should be used to evaluate employees. 1 = constantly exceeds requirements and 5 = does not meet the requirements at all.

The performance review process often gets ignored in today’s agile operating environments where people change jobs quickly and employees often care more about their industry and peer reputations than they do about company rankings. Many companies have replaced the formal performance review with greater managerial input in daily operations, social media and customer reviews and informal check-ins. However, a formal appraisal still generates many critical benefits such as determining salary raises, promotional opportunities and candidates for more advanced training and succession planning.

Performance Management Within the Workplace The basis of the mainstream of performance appraisals within the modern workplace is one person (a manager or executive) rating one more, an intrinsically individual process. There are distinction such as 360 degree appraisals that include the judgment of others such as clientele and peers/colleagues in the process but it is the action of one person transitory judgment upon another that is subjective in nature and the root cause of many of the problems encountered in the research associated with performance appraisals. Performance appraisals are of importance to the organisation, as they often provide the only measure of an individual's contribution and

The newly designed system follows 4 point scale instead of 13 point scale which made the manager task easier in evaluation.

On the other hand, poor performance, or mediocre performance may lead to negative appraisals and consequences, including job termination or withholding of bonuses, awards, and promotions. Performance appraisals are a systemic means of ensuring quality of work performance, and thus achieving the strategic objectives and advancing the goals of the organization. These performance appraisals, in order to be effective, must be applied in a uniform, objective, fair and consistent manner over time. In addition, the expectations of the performance appraisal must be clearly understood and agreed upon by the supervisor and the employee. Objectivity and fairness in the appraisal system build trust in the organization as well as high morale among employees.

Alternatives analysis. Are there multiple ways to achieve this scope? If so, what are the pros and cons for each alternative?

Accounting data frequently is used in performance evaluations, because it is seen as an objective method to evaluate performance. While there are many advantages to using accounting information for this purpose, small-business owners should be careful to understand that there are drawbacks as well. Knowing the pros and cons of using accounting metrics can help business owners choose the right data to use for evaluating employee performance.

The traditional method is very old performance appraisal. They are based on characteristics evaluation. Staff personal qualities or attitudes, judgment, versatility, initiative, reliability, leadership, loyalty, punctuality, working knowledge, etc., on the basis of criteria such as quality assessment