Podcast
Questions and Answers
What is the primary objective of performance appraisal?
What is the primary objective of performance appraisal?
Which method is NOT typically used in the performance appraisal process?
Which method is NOT typically used in the performance appraisal process?
Which of the following is a challenge typically encountered during the performance appraisal process?
Which of the following is a challenge typically encountered during the performance appraisal process?
Which step in the performance appraisal process involves reviewing the employee’s performance against the set objectives?
Which step in the performance appraisal process involves reviewing the employee’s performance against the set objectives?
Signup and view all the answers
Which benefit of performance appraisal primarily relates to the employees?
Which benefit of performance appraisal primarily relates to the employees?
Signup and view all the answers
Study Notes
Performance Appraisal
- Performance appraisal is a formal process of evaluating an employee's job performance. It involves assessing strengths, weaknesses, and areas needing improvement.
Performance Management
- Performance management is a continuous process of setting goals, monitoring progress, providing feedback, and developing employees to improve their performance.
Performance Appraisal Methods
-
1. Self-Assessment: Employees evaluate their own performance.
- Advantages: Employees gain self-awareness, ownership, provides insights into their perception of strengths and weaknesses
- Disadvantages: Potential for bias, may not be objective, employees might underestimate or overestimate their performance
-
2. 360-degree feedback: Multiple sources (managers, peers, subordinates, and sometimes even customers) provide feedback on an employee's performance.
- Advantages: Comprehensive view of performance, diverse perspectives, fosters development, identify blind spots.
- Disadvantages: Time-consuming, potential for bias or conflict, requires careful design and implementation, potential for "trolling" feedback
-
3. Forced Ranking/Ratings: Employees are ranked or rated relative to each other by performance.
- Advantages: Clear performance levels, easy to implement, helps comparison and benchmarking
- Disadvantages: Can potentially create negative impacts on employee morale and cooperation, can be quite subjective and stressful, potential for manipulation and bias, encourages competition over collaboration.
-
4. Narrative Essay: A detailed written description of employee performance, highlighting strengths, weaknesses, and goals.
- Advantages: Detailed feedback, deep insights, constructive criticism, individual growth
- Disadvantages: Time-consuming for supervisor, subjective if not standardized, relies on writing ability, requires skill in feedback giving and receiving
-
5. Behavioural Anchored Rating Scale (BARS): Ranks employees based on specific behaviours on a scale.
- Advantages: Objective assessment, clear expectations, performance based, focus on specific issues, good for consistent outcomes, improve performance accountability.
- Disadvantages: Time-consuming in development and implementation, may not be applicable for all job roles, requires clear behavioral examples, costly setup
Benefits of Performance Appraisal
-
To the Manager:*
-
Increased understanding of individual staff strengths and weaknesses.
-
Improved communication and feedback techniques.
-
Identification of training needs within the team.
-
To the Employee:*
-
Clarification of employee expectations and roles..
-
Provision of constructive feedback to encourage development and growth,.
-
Recognition of achievements and accomplishments.
-
To the Organization:*
-
Improved overall team performance through improved individual performance, enabling the organization to meet its goal.
Major Decisions from Performance Appraisal Information
- Promotion Decisions: Identify high-performing employees for advancement based on their contributions.
- Training and Development Plans: Identify specific skills gaps to address through training programs.
- Compensation Adjustments: Adjust salaries or bonuses based on performance levels.
- Termination Decisions: Establish the basis for assessing whether to move an employee to a different position or to terminate their employment.
Challenges in Performance Appraisal
- Bias: Unconscious prejudice or preconceived notions impacting evaluations.
- Lack of clarity in performance standards: Poorly defined expectations regarding performance.
- Limited or inaccurate information from raters: Ineffective performance measurement tools, unreliable information from reviewers, inconsistent evaluation criteria, poorly designed evaluation forms.
- Communication issues between manager and employee: Poor feedback techniques, inability to have a dialogue between the employee and the evaluator.
Performance Appraisal Process Steps
- a. Plan:* Goal-setting for employees aligned with organizational goals. Define roles and responsibilities.
- b. Develop:* Coaching, training, and mentoring to enhance skills and knowledge. Provide necessary tools and resources.
- c. Perform:* Daily tasks, projects, and responsibilities performed according to the planned goals and objectives.
- d. Assess:* Gathering and evaluating performance data, considering accomplishments and improvement.
- e. Review:* Summarizing outcomes, discussing feedback, establishing goals for the future, and documenting results formally.
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Description
Explore the concepts of performance appraisal and management through this quiz. Assess different appraisal methods like self-assessment and 360-degree feedback while understanding their advantages and disadvantages. Enhance your knowledge on evaluating employee performance effectively.