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The HR department's training and development area generally provides leadership training for
supervisors and managers on how to properly evaluate employees using appraisal methods,
conduct appraisal meetings and give periodic feedback. In addition, they learn how to avoid
supervisor bias in the appraisal and disciplinary process, such as just looking at an employee's
recent accomplishments or letting one slip-up or misstep overshadow an employee's numerous
achievements. Many HR departments also teach supervisors how to provide guidance to their
employees throughout the performance appraisal. Guidance includes goal setting, professional
development and preparing workers for taking on additional responsibilities or increasing bench
strength in their departments.
Compensation and Performance
HR establishes a method for tying compensation to its performance appraisals through assessing
the organization's capability for rewarding employees through pay-for-performance or merit pay
systems. Conducting job analyses, reviewing compensation practices and developing rewards
programs for employees whose performance meets or exceeds the company's expectations falls
under the purview of the HR department, meaning the HR leader and compensation specialists.
Whether supervisors and managers have approval to determine the extent to which they reward
employee performance also is a function of the HR department. Some organizations leave wage
increases and decisions on bonuses and incentives up to the managers, while other companies'
HR departments are responsible for that task after they complete their employee appraisals.
Performance Issues
Employees assume that HR wears the black hat when it addresses disciplinary issues. That's
partly true but only when unresolved performance issues such as poor performance appraisals
require suspension, demotion or termination. Otherwise, HR typically wants to restore
employees to their productive selves and re-engage them in their jobs. HR reviews supervisors'
and managers' performance-related employee relations issues and works together to recommend
ways to solve matters related to performance appraisals that employees might believe contain
unfair ratings. The HR department equally advocates for the company and the employee to
encourage strong performance records and job satisfaction, which are integral parts of the overall
performance management system.
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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