These appraisals are not only used to eliminate behavior and productivity issues, but also to motivate employees to contribute more. There are many methods that organisations can implement depending on their preference as most have their specific advantages as well as limitations. Let us have a look at some of them in more detail. A graphic rating scale lists the traits each employee should have and rates workers on a numbered scale for each trait.
They are measuring tools that supervisors and managers utilize during an evaluation period, usually on an annual basis, to determine if employees are completing their assigned job duties and responsibilities in a satisfactory manner. The type of performance appraisal used reflects the employee's position, level, job functions and the kinds of measurements the company needs to determine workplace efficiency.
Types of Performance Appraisals Graphic rating scales, management by objectives and narrative-essay are among the most common types of performance appraisals suitable for two-way exchange during a performance appraisal. Although graphic rating scales are typically a unilateral method of evaluating performance, they can be modified to create a two-way method of appraisal.
Management by objectives and narrative-essay methods generally require some employee input anyway; they also can be modified to produce a formal two-way method of performance appraisal. Graphic Rating Scales Graphic rating scales are useful in production-oriented work environments where supervisors are responsible for evaluating the performance of large numbers of department employees.
They generally consist of numerical ratings for specific job functions, and an average of the total score indicates the employee's overall performance. Converting a graphic rating scale appraisal to a two-way method would involve providing the employee with an appraisal form to conduct a self-evaluation.
During the performance appraisal meeting, the supervisor and employee would then compare their respective scores and discuss areas where the employee's and the supervisor's ratings vary. Management by Objectives This method of performance appraisal almost always requires employee input because employees and supervisors work together to identify the goals, resources and deadlines that factor into management by objectives MBOs appraisals.
MBOs align specific employee objectives with company objectives. The employee and her supervisor then discuss the resources and time necessary to complete those goals.
For example, if the company's goal is to increase sales by 15 percent during the one-year period, the employee's goal reflects her part in helping the company reach its goal.
Using this scenario, the percentage by which individual employees must increase their sales depends on the number of department sales personnel. During MBOs appraisal meetings, employees list the resources they need to accomplish their goals and they check in with supervisors at regular intervals to report on their progress.
This type of performance appraisal is ideal for two-way communication and interaction between an employee and her supervisor. Narrative-Essay Performance Appraisals The most time-intensive method of performance appraisal is the narrative-essay.
It takes a significant amount of preparation, document review and drafting time to produce a well-written assessment of employee performance. The most effective way to convert a narrative-essay performance appraisal to a two-way method of evaluation is to have the employee complete a self-assessment in an identical format as the supervisor's narrative-essay.
Although this is a time-consuming method of employee appraisal, it is likely the best format for encouraging two-way dialogue during a performance appraisal meeting. The time and thought that go into a narrative-essay provide talking points for every area of the employee's performance.
Considerations The benefits of a two-way method for performance appraisal are numerous; however, one single benefit can change the perception of performance appraisals in general. Many employees dread being evaluated because they feel their contributions are undervalued and that their own feedback won't factor into the overall assessment of their job performance.
University of California, Berkley professor Gregorio Billikopf's recommend negotiated approach is a two-way method for performance appraisal that makes employee feedback just as important as the supervisor's feedback.
In his article, "Performance Appraisal Negotiated Approach ," he states: In contrast, in the traditional performance appraisal, the supervisor acts more as a judge of employee performance than as a coach.In an essay appraisal, the source answers a series of questions about the employee’s performance in essay form.
This can be a trait method and/or a behavioral method, depending on how the manager writes the essay. Essay Method Performance Appraisal Employee Evaluation Mixed standard statements might include the performance.
An example of a graphic rating scale is shown in Figure These statements may include strengths and weaknesses appraisal the employee or statements about past performance. Appraisal Methods Essay Method In the essay method approach, the appraiser prepares a written statement about the employee being appraised.
The statement usually concentrates on describing specific strengths and weaknesses in job performance. It also suggests courses of action to remedy the identified problem areas. Essay Performance Appraisal method: Essay Appraisal is a traditional form of Appraisal also known as “Free Form method.” It involves a description of the performance of an employee by his superior which needs to be based on facts and often includes examples to support the information.
Appraisal Methods Essay Method In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance.
It also suggests courses of action to remedy the identified problem areas. Essay evaluation method in performance appraisal. 1. Definition of essay evaluation • This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior.