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misdirected and bureaucratic. In many organisations and situations, though, time sensitive goal
setting is a way to progress.
Training
A third important aspect of appraisals is the consideration of a persons training and development
requirements. New situations arise, organisations change direction, technology moves on and we
cannot rely on the skills we already have to see us through. Inevitably there is a need for training,
and identifying that need is a valuable part of this discussion. Naturally the means of meeting it
has to be available within an overall training budget and the time required to complete it must
not detract from the effort needed for the person concerned to complete their work.
The case against
Critics of the use of personal appraisals say that performance appraisals negatively affect
relationships between managers and their staff, creating fear and robbing people of their right to
pride in their work which has the effect of decreasing motivation. Some say that it is
fundamentally wrong to discuss past achievements and future goals in the same session. You
cannot look at the past and the future at the same time, they say.
The history of appraisals goes back to the third century in China. It is a tool that has stood the
test of time and has increased in popularity in recent years. Used sensitively it can be extremely
valuable to employees and teams.
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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.
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
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