Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor that usually takes the form of a periodic interview, in which the work performance of the subordinate is examined and discussed with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development.
APPRAISAL METHODS
There are four methods commonly used for appraisal processes.
Each method has some disadvantages as well as advantages.
Output-based
Assessment
Management by Objectives (MBO) as a more common name for this
method, is a result oriented method that seeks to measure employee performance
by examining the extent to which predetermined work objectives have been met.
Rating Scales
The rating scale method offers a high degree of structure for
appraisals. Each employee trait or characteristic is rated on a bipolar scale
that usually has several points ranging from "poor" to
"excellent" (or some similar arrangement).
Essay Method
In the essay method approach, the appraiser prepares a written
statement about the employee being appraised. The statement usually
concentrates on describing specific strengths and weaknesses in job performance.
It also suggests courses of action to remedy the identified problem areas. The
statement may be written and edited by the appraiser alone, or it be composed
in collaboration with the appraise.
360-Degree Appraisal
Many organisations are developing tools to enable all key
stakeholders to contribute to an individual’s performance appraisal. This
process is sometimes called ‘360-degree performance feedback’. The stakeholders
may include the relevant managers, direct and indirect reports, peers, and also
customers both internal and external. In a simpler form (sometimes called
‘upwards feedback’) it may involve merely collecting data from the individual’s
subordinates. This latter approach may be particularly useful when an
organisation wishes to develop aspects of team working or management style. In
most cases, such feedback is collected systematically through formally
constructed questionnaires.
Some useful links: http://www.performance-appraisal.com http://www.work911.com/performance
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