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In this file, you can ref useful information about performance appraisal research such as
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system users. Grouping both workers and supervisors into separate and anonymous feedback
groups provides candid opinions on the perceived validity of the appraisal system. While some
viewpoints offer only biased information, common threads and repeated comments do provide
validity for some of the assessment areas.
Direct Observation
The use of multiple research measures to evaluate performance appraisal systems includes using
secondary outside assessment teams to support or challenge the original appraisal staff findings.
Hiring a professional assessment firm to visit the workplace on a formal and informal basis
provides feedback independent from in-house evaluations by staff or workers. Meeting with the
outside assessment team prior to the visit focuses the evaluation on key issues noted on the inhouse assessment. Direct observation methods by outside teams using video of the workplace
also offer an independent research method for correlating the employee performance with the
appraisals.
Client or Customer Evaluations
Another research methodology used to evaluate the findings from employee performance
appraisal systems involves setting up an additional study involving work customers or business
clients. This secondary evaluation takes the form of written comment forms, telephone surveys
or online questionnaires where the client answers questions developed to test the validity of the
original performance appraisal. When the original appraisal cited staff failing to follow up on
customer care, for instance, the questions developed for a secondary evaluation probe this area in
depth to validate or disprove the original assessment.
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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
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