Performance appraisal strengths and weaknesses

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I. Contents of getting performance appraisal strengths and

weaknesses
==================
Employee self-evaluations are a tool designed to improve employee performance. By asking
employees to assess their own strengths and weaknesses, you encourage a thoughtful evaluation
of job performance. Self-evaluations also open a dialogue between the employee and supervisors
about how the employee views his job and his prospects for advancement. Employee selfevaluations should help workers set goals, provide constructive feedback and highlight areas
where the employee and supervisors might not be in agreement on job performance.
Participation
An employee self-evaluation makes the employee a partner in the review process, rather than a
passive recipient. This is the employees opportunity to assess her performance, communicate
her needs as an employee and clarify any misunderstanding on job duties and company policy.
She also can assess her relationship with supervisors and share her vision for herself and her job.
These evaluations provide insight into the employees morale and where she sees herself in the
company.
Characteristics
An effective employee self-evaluation asks the employee to provide specific examples of
strengths and weaknesses on the job. Ask where the employee feels he needs to improve and
what things about the job he would change. If possible, list specific objectives for the employees
position, then ask if these objectives were met. Discuss employee goals and whether or not these
are being met. Ask the employee to set new goals for the coming year. Ask him to review any

training he received since the last review, and to assess if this training was effective. Provide
space for the employee to list other training he feels he needs, and to share anything else he
thinks would improve his job performance.
Review
The supervisor should review the employees self-evaluation before she sits down with the
employee to discuss job performance. This lets the supervisor to assess if she and the employee
are on the same page when it comes to their views of his job performance. For example, if the
employee feels he needs more training for the position, and the supervisor assumes he has all the
training he needs, this is an area that warrants further discussion. The supervisor should also note
any questions the employee didn't answer or areas of concern he failed to touch on. Once the
supervisor has reviewed the employees self-evaluation form, she should discuss it with the
employee face-to-face. The supervisor should do more listening than talking, and ask the
employee to brainstorm solutions to problems, formulate a plan for improvement and set
measurable goals for the coming year. The discussion should cover both strengths and
weaknesses, and not focus solely on negatives and shortcomings.
Other Considerations
You want the employee self-evaluation to be comprehensive, but don't make it too long or
cumbersome to fill out. This could have a negative impact on employee participation in the
process. Consider using online forms rather than paper forms, to streamline the process. Offer
feedback to the employee after the meeting to discuss the self-evaluation. In a letter or email,
repeat key points and steps the employee and the supervisor agreed to take to help the employee
perform better on the job. Make a note to revisit these key areas at the next employee evaluation.

==================

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.

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