Performance appraisal problems and solutions

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I. Contents of getting performance appraisal problems and solutions

==================One of your organization's goals is to maintain a work force that is energetic, motivated and fully engaged in the work. Employers sometimes chart the path to this goal by designing an elaborate performance management system that only addresses one segment of employee performance.Beginning

Schedule a time with your new employee to reach a mutual understanding of the job's duties and responsibilities. Failure to take these initial steps may create issues upon completion of an introductory period or a year-end appraisal. The first several weeks of employment are critical for your new employee--the mutual agreement you reached earlier is solidified and you can then hold your new employee to the performance standards established for her role with your company.Accountability

A prevalent issue pertaining to performance appraisals is the manager's inattentiveness to the process and deadlines. Regardless of the expected outcome of a performance appraisal, employees are usually anxious to know what their fate holds in terms of meeting company expectations--they may expect a pay increase for the quality of their work or simply want to know if they're performing up to par. Delay in the evaluation process causes frustration among employees that leads to dissatisfaction with company management. Hold managers accountable for preparing their employees' performance appraisals in a timely manner.

Adequate Feedback

Employers that provide regular feedback generally get high approval marks from their employees. Workers feel good about managers who are genuinely appreciative of employee efforts, even if it's just an informal "thanks for your hard work." With supervisors and managers who understand the importance of feedback, you can maintain a work force that is motivated to achieve high job performance. Providing feedback on just an annual basis tends to focus mainly on the most recent accomplishments. Unless there is a method for tracking performance throughout the year, only a portion of an employee's accomplishments are evaluated during the appraisal.The Right System

Utilizing a performance appraisal system that's right for your company size, work environment, business and industry is important. The wrong type of performance appraisal can work against you, and employees will not look forward to the process. A small work force may benefit from a less formal, more interactive appraisal system where managers encourage employees to play an integral role in assessing their own performance. On the other hand, larger organizations may benefit from a more structured one that rates employees and designates wage increases in a more systematic way.Explain Your Purpose

Explain to employees how your organization invests time and effort in professional development. Performance evaluations are not intended to be punitive--rather, the purpose of evaluating job performance is to uncover strengths, identify weaknesses and work on striking a balance between the two. In an article published in "Public Personnel Management," contributor Gary Roberts cautions managers to remember the intent of performance evaluation is to provide helpful feedback. Train your supervisors and managers on how to conduct performance appraisals that instill pride in individual accomplishments and contributions to the company.

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III. Performance appraisal methods

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. They may get confused success depends on the memory power of raters.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages helps overcome rating errors. Disadvantages Suffers from distortions inherent in most rating techniques.

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

Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages economy, ease of administration, limited training required, standardization. Disadvantages Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings

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 Methodi. Employees are ranked according to their performance levels.ii. It is easier to rank the best and the worst employee.Limitations of Ranking Methodi. 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.ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee.iii. When a large number of employees are working, ranking of individuals become a difficult issue.iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment.

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