Review of Literature On Performance Appraisal
Review of Literature On Performance Appraisal
Review of Literature On Performance Appraisal
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More surprisingly, we discovered that the performance of the messenger tended to matter more
than the message. Many officers who received negative reviews said what bothered them most
was not the review but how the news was delivered. The police officers told us, I dont mind, I
understand but just be honest and open about it. Dont try to treat me like a little child. But
even positive reviews delivered badly could also have a negative effect: officers who had
received positive reviews that they felt were disrespectful were also less inclined toward ethical
behaviour.
The results suggest to us that employees see their own performance appraisal as a key test of the
trustworthiness of their superior and of the organisation toward themselves. Fair or unfair
behaviour by managers in a performance appraisal is likely to affect their perception of the
degree of supportiveness they receive from their supervisor and translate ultimately into ethical
or unethical behaviour by the employee.
To me, this study shows that you dont always have to do something big to make a difference to a
culture. Sometimes even a seemingly minor act, such as just being respectful to a co-worker and
demonstrating that you realise how important a particular moment is to that person, can have
quite an impact.
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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.
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 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
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.