Performance Appraisal Methods

Introduction

A performance appraisal is a systematic and periodic process that assesses an individual employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives.In this paper it is my intention to identify some of the most commonly used methods of performance appraisal. Performance appraisals are used to provide feedback on employee's performance, provide the basis for a merit increase, create a development plan and help build a solid foundation for the future of e employee and organization alike. There are several types of appraisal methods that can be used to provide feedback to the employee and to management. I will focus on a few methods in particular including checklists, ranking, rating scale, and Management by Objectives. Methods may vary depending on the type of position being measured. Some organizations may find that standardized appraisals work well for them, while others may seek a more specific appraisal for each job title, or department.

How do the results effect the organization?

I will then evaluate how results of employee appraisals can effect an organization. The appraisal results can help leaders assess areas of strengths across all employees, departments or a specific demographic. Standardized assessments allow organizations to utilize the data to create benchmark to monitor for consistency. Appraisals can also aide the organization with evaluating training needs by showing areas that need improvement. They can also shed light on employees who may have unrecognized leadership potential. Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing problems, and to encourage better future performance. Thus the performance of the whole organization is enhanced.

What else should be measured across the board?

Employers should conduct appraisals times should be understood by the employee. They may be done annually, or on the employee's anniversary date. They should have a clear purpose and employees should have a good understanding of what is being measured. Organizations should be well versed in antidiscrimination laws. Employers should be sure that the appraisal method they have chosen offers a mix of objective and subjective criteria with measurable goals.