Professional Documents
Culture Documents
In this file, you can ref useful information about performance appraisal advantages such as
performance appraisal advantages methods, performance appraisal advantages tips, performance
appraisal advantages forms, performance appraisal advantages phrases If you need more
assistant for performance appraisal advantages, 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
threatening the job, a formal meeting about accomplishing work duties may point out problem
areas and include suggestions for improvement.
Time Consumption
One of the disadvantages of performance evaluations is the fact that they are often very time
consuming. Managers and supervisors spend a great deal of time completing the forms and
meeting with employees to explain the results. These are hours, or sometimes days, that
otherwise could be spent doing productive work, especially in the case of employees who are
already performing to their potential and have less to gain from the evaluation process.
Office Dynamics
Performance evaluations may have a negative impact on office dynamics. While employees may
be trained to work as a team, this can become difficult if an employee feels that there has been an
unfair evaluation given. Negative reports may breed resentment among coworkers with lower
evaluations or cause them to develop antagonism toward the supervisors who assessed their
work.
Misdirection
Performance reports may cause employees to complete certain duties for the sole purpose of
receiving a better evaluation rather than to contribute to the overall direction of the business. In
order to have job security, workers may become overly concerned with improving in areas where
they have scored poorly, even to the detriment of the areas in which they formally excelled.
==================
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