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Using performance calibration, managers can discuss how to apply similar standards for all
employees and help eliminate any potential manager bias. For example, prior to using
performance review calibrations, all employees working for one manager may receive
outstanding ratings while employees working for another manager may receive a wide-variety
of ratingsanything from outstanding to meets expectations to below expectations for the
same job. The reviews between the two teams would need to be calibrated to take into account
the different reviewing styles and get a better idea of who is really doing well and who is not.
After implementing calibrations, these managers will hold each other accountable for their
ratings and extremely hard and extremely easy reviewers will be brought into line with the rest of
their peers for more honest and in-depth performance reviews.
Calibration allows you to find out who your real superstars are to allow you to develop them and
reward appropriately. It is helpful when you are considering which employee holds the critical
skills for a particular job. Calibration can identify a mentoring opportunity, triggering the
manager to dig deeper into the source of the skill, and highlight growth opportunities.
Ultimately, performance review calibration provides benefits to employees, managers and
executives alike. Employees appreciate the consistent standards of performance being applied to
all individuals doing similar work, significantly reducing rating errors and personal biases.
Managers take performance management very seriously due to the justification process to their
peers during performance review calibration. Calibration processes even include an added
benefit of coaching for the managers as wellpeer managers discuss why some employees
should receive training and development over financial compensation and, with HR involved,
can coach the direct supervisor on how to discuss the situation with the employee. Additionally,
executives benefit from being able to review the calibration metrics and learn how their mangers
are developing and managing their resources.
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1. Essay Method
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