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3. Avoid making generalizations. Lately, your work has been sloppy is too vague, whereas
Your last three reports contained an high number of statistical errors is specific. Youre
certainly not an English major focuses on the person vs. his performance, whereas I know
youre capable of producing higher-quality work suggests that you have confidence in the
employees abilities. Dont let it happen again sounds like a threat, whereas How can we
produce error-free reports? engages the employee by asking for feedback on how to improve
performance.
4. Avoid terminology that could get you into trouble. Stick to evaluating performance rather than
using subjective words like attitude or demeanor, which could be viewed as discrimination
based on age, gender, race, or disability.
5. Dont inflate evaluations. If you consistently rate a mediocre employee as competent and
then have to fire her for poor performance, your appraisals wont support the dismissal. This
could open the door to a legal complaint.
6. Use 360-degree appraisals for development, but not for rewards. Although it can be helpful to
have peers, subordinates, and customers provide input, this information usually doesnt produce
valid data for assessing an employees performance. For example, if peers are aware that their
input will affect pay increases and promotions, they may be subjective (overly positive or
negative) and not objective.
7. Send the performance evaluation in advance. According to Lawler and Worley, research shows
that people are nervous and apprehensive before and during performance evaluations, and they
often dont actually hear or accurately process whats being said. However, if you send the
appraisal before you meet with the employee, he or she has time to recover from the initial shock
of the evaluation, to come up with questions to ask you, and to correct any mistakes in the
appraisal.
8. Allow employees to provide self-assessments. Let people have a say in how well they think
theyve performed. This leads to a more well-rounded evaluation and creates a sense of fairness
==================
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
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
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.