Professional Documents
Culture Documents
In this file, you can ref useful information about literature review on performance appraisal such
as literature review on performance appraisal methods, literature review on performance
appraisal tips, literature review on performance appraisal forms, literature review on
performance appraisal phrases If you need more assistant for literature review on performance
appraisal, please leave your comment at the end of file.
Other useful material for you:
performanceappraisal123.com/1125-free-performance-review-phrases
performanceappraisal123.com/free-28-performance-appraisal-forms
performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
Recently, I took another look at whether organizations are doing performance appraisals. The
results of the survey of one hundred relatively large U.S. corporations provide some interesting
data on whether organizations are doing performance appraisals. The bottom line is that every
company responded that they do have a performance management system, and only six percent
said that they are considering getting rid of performance appraisals for some or all of their
employees. In short, the death of performance appraisals is not occurring and is unlikely to
occur.
Companies reported that on average ninety-three percent of their salaried employees receive a
performance appraisal, and typically they receive at least one every year. Only one company
reported that they had recently stopped doing evaluations for fifty or more of their employees.
The survey did find that, on the average, companies are not more satisfied with their
performance management systems than they were ten years ago. However, the vast majority,
about eighty-five percent, report that their system is at least moderately effective.
The obvious conclusion is that companies will continue to do performance appraisals despite
their shortcomings and despite the many criticisms of them that appear in the management
literature. In my opinion, organizations have no choice. Instead of wasting our time debating
whether to eliminate performance appraisals, we should be talking about how to make them
more effective. The key is to make them part of a complete performance management system,
which includes goal setting, development, compensation actions, performance feedback and a
goals-based appraisal of performance.
==================
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