Performance appraisal quality of work

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I. Contents of getting performance appraisal quality of work

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The quality of work should not be overlooked in performance appraisals of employees. Although
it might seem easier to measure quantity of output or sales, these areas have little meaning if they
are not measured for quality, as well. High output in manufacturing is counterproductive if the
quality is substandard. High sales figures can have a negative impact if the quality of service is
so poor that customers say they would not repurchase. There are many ways to make quality a
part of the performance review process.
Meeting Standards
Measure employee performance by how well they meet company standards. These standards
should be clearly stated and cover such topics as following directions, promptness, attitude
toward customers and colleagues and attention to detail. Although some of these objectives
might seem hard to measure, a manager can establish a scale -- for example, 1 to 10 -- and
discuss with the employee where they fall on that scale. Use specific examples of employee
performance to support the rating.
Error Rate
Establish an acceptable error rate for products produced. In a manufacturing environment, you
should have a system in place for inspecting products, and this system should tell you how each
employee's products are faring. A half a percent error rate might be a good target for measuring
the quality of an employee's output, according to Change Factory's article, "How to measure
people's performance."

Sales Quality
If the employee deals with sales rather than production, quality still can be assessed. The
manager should review sales for how effectively they solved customers' problems. Management
can encourage sales people not to meet quotas by pushing unwanted products on customers. A
customer satisfaction survey can help with this part of the performance appraisal.
Meeting Deadlines
The ability to meet deadlines is a quality issue because it affects customer appraisals of the
quality of service the company offers. You can easily determine if an employee has met
deadlines, and this is a valid part of the performance appraisal.

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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.

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