Dear All, Kindly tell me the all types of Performance appraisals and how to implement them in an organisation. Manjit Kumar +91 9879608287 Executive - Man Industries India Ltd
From India, Surat
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From India, Surat
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DEar Manjit Kumar,
Greetings!
Types of Performance Appraisal Systems
Rating Scales
Personal Comparison OR Ranking Systems
Critical Incident Technique
Behavioral Checklists and Scales
Management by Objective
360-Degree Feedback or Multirater Assessment
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RATING SCALES
In this system the employee is given a numerical rating. This rating can be given on a graphic rating scale with the supervisor simply making a mark on the scale that rates the employee.
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PERSONAL COMPARISON OR RANKING SYSTEM
In this system employees are rated in comparison with each other. A number is given which supposedly indicates where each employee ranks in comparison to all the other employees.
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CRITICAL INCIDENT TECHNIQUE
Employee's performance in specific situations are evaluated and a number of these incidents are used in the overall rating of the employee.
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BEHAVIORAL CHECKLISTS AND SCALES
The supervisor uses a list of descriptive statements and marks the statement that most closely describes the employee. Statements are for specifically defined aspects of a job.
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MANAGEMENT BY OBJECTIVE
The employee is appraised according to how well they have reached agreed to goals. Employee and supervisor must agree on measurable objectives and how they will be met.
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360-DEGREE OR MULTIRATER-REVIEW-FEEDBACK
Employees are rated by peers, team members, subordinates, and sometimes customers along with supervisors. A study by William M. Mercer reports that more than 40% of companies will use this method by the end of 1997.
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Rgds,
John N
From India, Madras
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59Greetings!
Types of Performance Appraisal Systems
Rating Scales
Personal Comparison OR Ranking Systems
Critical Incident Technique
Behavioral Checklists and Scales
Management by Objective
360-Degree Feedback or Multirater Assessment
-------------------------------------------------------------------------------------
RATING SCALES
In this system the employee is given a numerical rating. This rating can be given on a graphic rating scale with the supervisor simply making a mark on the scale that rates the employee.
-------------------------------------------------------------------------------------
PERSONAL COMPARISON OR RANKING SYSTEM
In this system employees are rated in comparison with each other. A number is given which supposedly indicates where each employee ranks in comparison to all the other employees.
-------------------------------------------------------------------------------------
CRITICAL INCIDENT TECHNIQUE
Employee's performance in specific situations are evaluated and a number of these incidents are used in the overall rating of the employee.
-------------------------------------------------------------------------------------
BEHAVIORAL CHECKLISTS AND SCALES
The supervisor uses a list of descriptive statements and marks the statement that most closely describes the employee. Statements are for specifically defined aspects of a job.
-------------------------------------------------------------------------------------
MANAGEMENT BY OBJECTIVE
The employee is appraised according to how well they have reached agreed to goals. Employee and supervisor must agree on measurable objectives and how they will be met.
-------------------------------------------------------------------------------------
360-DEGREE OR MULTIRATER-REVIEW-FEEDBACK
Employees are rated by peers, team members, subordinates, and sometimes customers along with supervisors. A study by William M. Mercer reports that more than 40% of companies will use this method by the end of 1997.
-------------------------------------------------------------------------------------
Rgds,
John N
From India, Madras
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Hi,
Performance appraisal is a part of performance management. It is one of the methods used to measure an employee's performance. Performance management extends to a number of areas:
- Linking performance appraisal to compensation
- Linking performance appraisal to training
- Career planning and employee development
- Potential appraisal and assessment centers
- Skill profiling
- Succession planning
- And many other areas
Please let me know if you need further assistance or have any questions.
From India, Kakinada
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Performance appraisal is a part of performance management. It is one of the methods used to measure an employee's performance. Performance management extends to a number of areas:
- Linking performance appraisal to compensation
- Linking performance appraisal to training
- Career planning and employee development
- Potential appraisal and assessment centers
- Skill profiling
- Succession planning
- And many other areas
Please let me know if you need further assistance or have any questions.
From India, Kakinada
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Although it has been described earlier, I would like to elaborate further that Performance Appraisal is part of a larger system known as the Performance Management System. This system is the approach to the management of people using performance, planned goals and objectives, measurement, feedback, and recognition to motivate people to realize their maximum potential.
Its main aims are:
1. To evaluate employees' performance according to set standards.
2. To give feedback to staff regarding their performance.
3. To encourage good work.
4. Point out opportunities for improvement.
5. Set measurable targets and objectives.
6. Increasing Role Clarity.
7. Training and Development.
8. Compensation and Reward.
9. Career Planning.
10. Enhance Corporate Values.
Practically, every organization uses and designs its appraisal system according to its setup and working pattern. Therefore, it is not always necessary to fully implement an already working system of another organization in your organization.
Regards,
Khalid
From Pakistan, Lahore
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Its main aims are:
1. To evaluate employees' performance according to set standards.
2. To give feedback to staff regarding their performance.
3. To encourage good work.
4. Point out opportunities for improvement.
5. Set measurable targets and objectives.
6. Increasing Role Clarity.
7. Training and Development.
8. Compensation and Reward.
9. Career Planning.
10. Enhance Corporate Values.
Practically, every organization uses and designs its appraisal system according to its setup and working pattern. Therefore, it is not always necessary to fully implement an already working system of another organization in your organization.
Regards,
Khalid
From Pakistan, Lahore
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