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Job knowledge is a different measurement from job skills. Job knowledge demands
understanding practices related to overall performance and how and when to apply certain
practices, rules or regulations. A human resources manager exhibits strength in the area of job
knowledge by embracing appropriate human resources best practices, understanding employment
trends and applying labor and employment law to work situations. Job knowledge requires that
an employee keep abreast of news that affects his profession and his career, which shows an
effort in building his reputation as well as contributions to his employer.
Conscientiousness
Conscientious employees care about work quality and customer satisfaction. They demonstrate
this through ensuring each step they take during assigned projects is done the proper way and
will produce the best outcome. For instance, a sales employee follows up with calls to clients
after each sale to determine if the customer is satisfied with the product or service.
Commitment
There are several ways an employee can demonstrate commitment. Two popular ways include
sticking with the company during lean times and building a long record of success while with the
company. Companies in the growth stages of development depend heavily on employees who are
committed to the organization. In fact, the companys growth depends on employees capable of
visualizing its success and using their talents to help achieve their own professional successes as
well as the companys goals.
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1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
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