Performance appraisal review of literature

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I. Contents of getting performance appraisal review of

literature
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The evaluation of an employees performance has evolved steadily over the years. The last four
decades have shown an advance from the simple checklist or performance scale to more
sophisticated models. Productivity has to be measured but at the same time it has to stay within
the boundaries of the law. Performance appraisal literature review does more than just indicate
what research is being done. It can demonstrate how effective certain forms of appraisal truly
are.
The Topic Areas Are Numerous
A reviewer does have a great deal from which to choose when comes to performance appraisal
topics. A review of literature on performance appraisal can include areas such as gender
difference, tasks, and validity. The difficulty may arise in that a great deal of the writing done on
performance appraisal is for the business media. It means that articles may show up in the trade
magazines that have very little solid research behind them. The academic world needs to see
collected data, and those who design performance appraisal instruments must know how
effective certain measures are. The reviewer can demonstrate in analysis is her understanding of
performance appraisal, but solid research is what has to be reviewed.
Mining The Volumes
Investigating the available literature can be a very time-consuming process. A reviewer can make
better use of time by bringing in a third-party literature review service. This group would have

the primary assignment of digging through vast amounts of articles and papers to find
substantive material. Depending on service requested these people can also help with the
formatting, and check the text for grammatical errors and content flow. The literature review
service will be doing a lot of the legwork on gathering information. This permits the reviewer to
spend more time collecting his or her thoughts about the chosen topic. This is an instance where
farming out the work will make the final product look that much better.
Concern for Reputation
A reviewer wants to have the opportunity to showcase expertise. That is best done with a review
of literature on performance appraisal which shows a comprehension of the recent developments,
and understanding of the various implications. A literature review service can go one step beyond
sourcing the material. It can also offer some suggestions that make the final review look that
much more professional.
Investigation of performance appraisal in the form of literature reviews does more than just
advance research. It provides necessary information to those who are designing performance
appraisal instruments. Consequently, a good literature review will promote immediate needs for
effective performance appraisal while the same time encouraging additional investigation into
accurate employee evaluation.

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III. Performance appraisal methods

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.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.

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.
This method speaks only of the position where an

employee stands in his group. It does not test anything

about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

III. Other topics related to Performance appraisal review of

literature (pdf, doc file download)
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