Advantages Of Performance Appraisals

Problems of Performance Appraisal – 8 Major Problems: Appraiser Discomfort, Lack of Objectivity, Horn Error, Leniency, Central Tendency Error and a Few Others. Performance appraisal is always flooded with criticisms, and is criticized in most of the organizations.

The 9 most common errors in performance appraisal

1. Partiality.
2. Stereotyping.
3. Halo effect.
4. Distribution errors.
5. Similarity errors.
6. Proximity errors.
7. Recency error.
8. Compare/contrast error.

• Improves Performance. Performance appraisals major focus on improving employees performance as it analyses and evaluates the opportunity factors like social process and technology.
• Employee Development.
• Corrects Deficiencies.
• Career Growth.
• Promotion.
• Motivation.

Extremes. Avoid using words like “always” and “never” in employee appraisals. Employees rarely “always” or “never” do something, whether it is positive or negative. Using extremes can leave you open to employees who want to argue and prove that they did what you accused them of “never” doing.

Generally the employee’s supervisor leads the appraisal process. Other people — the human resources manager, coworkers, customers — may also be involved. A growing number of companies invite workers to review their supervisors to increase input and validity of appraisal results.

How to Conduct a Performance Appraisal in the Workplace

1. Open on an upbeat note.
2. Lay out the framework.
3. Ask for questions.
4. Focus on performance.
5. Discuss the evaluations.
6. Listen actively.
7. Clarify the overall ratings.
8. End the sessions positively.

Types of Performance Appraisals

• The 360-Degree Appraisal.
• General Performance Appraisal.
• Technological/Administrative Performance Appraisal.
• Manager Performance Appraisal.
• Employee Self-Assessment.
• Project Evaluation Review.
• Sales Performance Appraisal.

The most common types of appraisal are:

• straight ranking appraisals.
• grading.
• management by objective appraisals.
• trait-based appraisals.
• behaviour-based appraisals.
• 360 reviews.

The program consists of seven critical appraisal tools to assess:

• Systematic reviews.
• Randomized controlled trials (RCTs)
• Qualitative research.
• Economic evaluation studies.
• Cohort studies.
• Case-control studies.
• Diagnostic test studies.

A performance appraisal system could be designed based on intuition, self-analysis, personality traits, behaviourial methods and result-based techniques. Different approaches and techniques could be blended, depending on the goals of performance appraisal in the organization and the type of review.

The Performance Appraisal Tool (PAT) is a secure online performance evaluation tool designed to support supervisors and staff in a simplified and meaningful performance management process.