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建立人际资源圈Performance Appraisals---Essay代写论文范文
2016-08-08 来源: 51Due教员组 类别: Essay范文
Essay代写范文：Performance Appraisals这篇Essay范文讲述了绩效评估的起源、重要性、目的以及测评工具。只有绩效考核能够排除集体工作的影响，而单独看看员工们擅长哪些方面。一个最好的绩效考核，我建议将管理者和员工所有级的想法，意见和信息共享。通过与员工的相互作用来填补，这为管理人员和员工都提供了友好的和舒适的环境。
There has been a great demand in bringing performance into action. There are some things that only the performance appraisal can rule out in a working organization in order to know which of its employees are good at some skills and what problems may be caused due to individual attitudes and personal issues.
For example, when a nurse does her duty in an exceptional way it means that she had some kind of motivation or personal skills by which her service was so praised.
Some things are always hidden if not brought out such as individual skills and ability to work agreeably in a team. The following are the factors which have made performance appraisal a necessity in every organization:
Attitudes of Employees:
Every employee comes with his/her way of handling things and their own mood swings. Some might bring the anger of their household issues or tensions to work which may make things difficult for others. There are employees who have a negative attitude towards all that is directed towards them thus their performance is always affected. Whilst there are others who handle everything positively and are eager to come across new challenges and learns new experiences. Both these aspects are covered during the performance analysis of an individual employee.
Detection of Intelligence.
Performance appraisal emerged in order to check to what extent their employees are smart and intellectual so as to improve their overall progress. Performance appraisal takes into account the aptitude of the employees because this makes a plus point for their analysis. All organizations are keenly taken by the intelligence of their employees and always go for such employees.
Interpersonal skills.
Years before companies did not do much about what skills their employees possessed. This made organizations not to acknowledge the outline of how confident, comfortable, and tactful the employees are in dealing with peers, customers, senior managers and all other colleagues. Through performance analysis senior managers can rule out which of his employees are more skillful than others, moreover other employees can be made as intellectual by training and development.
Up bring personal grooming and attire.
Employees need to be made aware of how to dress and groom for a particular job especially the white collar jobs. If not mentioned the employees don't get the hang of how to prepare for that particular task such as meeting delegates from outside which need the well preparation of how to behave and speak in such circumstances. Through performance appraisal all other employees are also made aware of how to handle such occasions.
The need for ability to think and work independently.
Usually we encounter some staffs that are uncomfortable working in teams and remain static by working alone. Without an appraisal system the employees are usually unable to bring out their thinking capabilities and ability to work autonomously. Many employees do know how to handle some things but due to not getting that chance to show the abilities they are considered not smart. The senior managers have to give out particular tasks in order to test their employees of how they can use their own ideas to make the achievement out of that particular thing.
Discovering of Communication skills
Performance appraisal is essential to rule of the employee skills such as how to express ideas; persuade others both verbally and on paper. Here a manager needs constantly to monitor the employees throughout the year so that his employees' skills are acknowledged and the employer then knows which of his employees are good at such skills and can be useful in some activities planned by the organization. These talents are very important indeed to be accredited as they create the smartness of an individual.
Need for dealing with issues such as conflicts, disagreements, ambiguity.
If there was no performance appraisal, such issues would be very difficult to manage because to make judgment on whom to terminate would be complex as we wouldn't know which employees are at fault and who is innocent. Also to make peace out of conflicts is rather tricky due not knowing which worker is actually causing such mess. Through performance assessment we know what employees contribute toward the success of the company and who are at the disagreement side.
Necessitate the ability to make people feel good and look good in front of others.
This is only achieved if we know what kind of people we are dealing with because not all employees are in line with being able to make a good impression on other clients or work related people. Through performance evaluation the manager can know which of his employees are qualified at making other colleagues feel excellent. Such employees are then selected for some particular task such as sales or representing the company.
Ability to work well in a team.
Performance appraisal helps to know which employees are good and competent in working in teams being able to make improvement for the organization. Some employees tend to be very difficult to work in teams and are unable to contribute towards the betterment of the company.
Leadership ability.
Performance appraisal helps in detecting which of its employees will be in better position to take over the leadership positions in the future such as in places of senior managers or heads of departments. This is because this evaluation helps in recognizing the input each individual gives towards the betterment of the organization thus is at a rate to become a leader in the future.
The above factors have necessitated that every organization should practice the performance appraisal with each of its employees in order to know what contribution each employee is making towards the improvement of the organization and these employees need to be given increments and bonuses so that they continue with their good intentions. Also those employees who not contributing should be taken action against such close supervisions and termination if possible as they are like an expense to us in the long run.
绩效评估的目的 PURPOSE OF PERFORMANCE APPRAISAL:
Performance Appraisal process has emerged due many factors as the working environment consistently experiences difficult situations from the staff in day to day actions. Supervision has to be set in as a benchmark of what exactly is required of the employees.
By capturing the effectiveness of performance appraisal we can achieve high productivity, competitive advantage and value is created. Therefore mangers have a long way to go and a lot of efforts are to be made in order to set straight the employees in terms of what is required of them.
The purpose of this activity has emerged due to both sides the employer and the employee as they both require some kind of justification as to how to effectively carry out their tasks and be appreciated for it within the limits legally.
As said in a Chinese proverb:
"If you are planting for a year, plant grain. If you are planning for a decade, plant trees. If you are planning for a century, plant people."
This therefore means in order to have long term accomplishment in the organization we need to take care of the employees themselves as these are the main assets of the company and without them the company cannot perform. Moreover if a wrong or less performing staff is acquired it becomes difficult to progress the company as required.
The purpose of performance appraisal is basically to make a development plan in which the supervisor and employee must recognize personal strengths and growth needs. Development is a time for the employee to look ahead to identify opportunities for growth as well as acquire skills or address gaps for the improvements.
The development plan consists of actions linked to the accomplishment of the technical, behavioral and managerial objectives.
The following are the main purposes of performance appraisal in an organization and what actually is required to be achieved from it:
Organizational and Departmental Effectiveness.
Basically it means to ensure that the work plans of the employee are directed towards the strategic direction of the concerned department within the organization. Every individual is hired for a particular task or role in the organization; therefore there should not be a conflict of interest whereby work is overlapped by more employees. This section also monitors that each individual is focused on his/her work and is accomplished with the deadlines. This area deals with bring effectiveness to the organization plus it motivates the employees to their best for the progress of the company.
Performance Improvement.
It facilitates to establish a clear communication between the manager and the employee about what he/she is required to accomplish. This usually makes a job description of an individual so that the employee is aware of what he/she has to carry out. This area quickly identifies the poor performance because a close monitoring is done and improvement is sought at all times. Likewise, establishments of plans for improving performances are discussed.
Identification of Strengths. This is the recognition of the skills and abilities of each employee so that work assignments are build on and it reflects an employees strength. All employees have differ
Identification of Strengths.
This is the recognition of the skills and abilities of each employee so that work assignments are build on and it reflects an employee's strength. All employees have different talents thus to bring up those talents we need to identify what they are good at and what they are poor at. Not all are good at one thing that's why organizations perform specialization.
Training and Development.
This part assists and supports staff in achieving their work and career goals by identifying training needs and development opportunities. All employees at one point or the other need training to upgrade their skills in different areas or improve more on their field of choice. For instance an accountant can always learn more of the administrative work or upgrade computer skills or learn new soft ware's related to accounts. It is very essential for all employers to conduct trainings for their staffs in order to maintain and improve efficiency. These can be in terms of formal training, cross training, special assignments, self studying, E-learning, seminars, coaching and many more methods can be utilized.
Administrative Decisions.
This simplifies decision making due to the employees being self efficient and performance is going well. Performance appraisal simplifies difficult supervisions which in turn make administrative decisions being handled in a quicker and an appropriate manner which are then used to improve the overall performance of the organization. Administrative work is then separately handled from the staff issues. Decisions on activities like promotions, terminations, compensation and rewards are done effectively and with more speed.
Legal Documentation.
This helps in providing a paper work or legal document for legal challenges related to dismissal or vicarious liability. Always in the process of hiring and firing there are some legal procedures to follow thus performance appraisal assists in making the characters whether good or bad of the employees known and its easier to make the necessary decisions during the termination of the employee.
The above can be achieved through effectively done performance evaluation as it is very useful towards the improvement a productivity level of the organization. The above factors are indeed very crucial and should be taken seriously as it marks the success or the failure of the organization. The main blood stream of an organization are its employees thus to make them work efficiently and up to the mark we need to evaluate them every now and then. The above can be then achieved if employees are set straight to what is actually required of them.
绩效评估工具 PERFORMANCE APPRAISAL TOOLS:
Basically in order to carry out performance appraisal activity effectively there is some steps to consider and these are:
Preparation done by the HR section for the necessary materials so that notes are taken and properly recorded pertaining performance and achievement. This may include the appraisal forms and necessary stationery to be used during the appraisal.
To notify the appraise about the time and place so that he/she gets the time to prepare him/herself for the upcoming appraisal questions.
To measure and review the activities, responsibilities, objectives and achievements once the appraisal is completed. This is usually a joint effort of the HR department and the senior managers.
An action plan is agreed upon so as to rule out the responsibilities and evaluate the strengths or the weakness discovered of the employees during the appraisal.
Matching up the actual performance with the performance criteria so that necessary steps can be followed or appreciation is granted if the work is up to the mark.
Lastly the management team then discusses the overall results so as to know where their company stands.
Performance appraisal is carried with an aid of some approaches so as to carry out the activity smoothly. In many organizations appraisal results are used either directly or indirectly to determine the reward outcomes. It identifies the better performing employees who should get the majority of salary increments, bonuses and promotions.
It is found that three most common appraisal methods in general use are rating scales (56%), essay methods (25%) and results- oriented or MBO methods (13%). (Locher & Teel (1977)
The following are the various methods in which performance appraisal is conducted:
Essay Evaluation: basically in this part senior's managers or supervisors to describe the strengths and weakness of an employees' behavior. This method helps in making quantitative evaluation so that both the time frame is recorded and the employee performance is measured. This is usually visualized in form of graphics and a rate scale method is also used. This method is very common in many organizations.
Management by Objectives (MBO): this method usually involves the supervisors and the employees to periodically evaluate the performance of the employees, thus reward is only offered once the result is out. This method is different from the essay evaluation as this deals with what has to or it a must to accomplish rather than how it is to be accomplished. This method helps the organization to set its goals according and the follow-up is done sporadically.
Behaviorally anchored rating scales: this tool is used to describe the performance rating targeted at the specific behaviors. This shows the indicators of effective and ineffective performances. This means the HR usually evaluates separately employees who contribute progressively for the organization, while at the same time the ineffective employees are assessed differently so as to know in which direction we are lacking.
360 degree performance appraisal: this is a kind of feedback system whereby supervisors receive a confidential and anonymous feedback for the employees concerned from the people who work with them. This means that workers from different departments are inquired about a particular employee so that the feedback is received from all angles. For instance accounts staff can be questioned about how the salesman is performing and he/she can give feedback in a confidential manner which is unbeknownst to the employee being appraised.
Performance ranking method: this includes the assessing of the employee from all aspects of behaviors such that from best to worst. An employee is evaluated in terms of all that he has performance for instance he/she made have some good and progressive things but at the same time he/she has done some unproductive things. This makes the employee realize in which areas he has performed badly and what are his/her strong points. For example an accountant maybe good at making the financial reports but not be good at speaking to the staff or be able to express himself. Therefore two skills are considered here and these are the presentation skills and communication skills from which but are assessed accordingly.
Forced Distribution/Ranking: this method consists of ranking the employee in a force manner of distribution. This is used as the sampling type of ranking in which groups are chosen so as to be assessed. For example in an organization maybe only the IT and marketing departments are appraised and the rest are not and are given ranks according to what they come to know from the minority group. If the minority are lazy workers and spend more time just gossiping then the whole staff force is given that label which is called a forced ranking.
Behavioral Observation Scales: this consists of rating frequently the critical incidents that an employee has experienced during his working period. This means when certain occasions are organized the employees are closely watched as to how they are performing so as to pinpoint during the appraisal. Moreover, the good parts are also noted and appraised. This tool is usually based on observing the employee on important times so as to know his/her potentiality.
Critical incident method: here a manager organizes a period of performance for the employee so that he/she is monitored as to how they are performing. The manager notes down the positive and the negative performance behavior of the employees. This simply means critically analyzing an employee for aparticular period of time and noting his conduct of whether or not if he is eligible for the future progress of the organization.
Weighted checklist: a manager herby prepares a list whereby descriptive statements about the employees in the same rank are complied together in order to iron out the effective and the ineffective behaviors of various employees.
Paired comparison analysis: this is an effective way of weighing the relative importance of options in the order of which one is more preferable than the other. The most preferred option is then chosen once the results have come out.
Graphic rating scales: this is a simple way in which the manager checks the employees' level of performance in all aspects. This is a kind of an oldest and most widely used tool of performance appraisal. All employees are monitored and the graphs are prepared accordingly stating the performance levels of each of them.
Confidential report: this is usually used by the government organizations. Here a descriptive report is prepared annually in order to highlight the strengths and weakness of the subordinates and does not offer any feedback or what so ever as it is a confidential report. The employee is not informed of his mistakes or the good things he has done therefore it is not a very effective way.
结论 CONCLUSION:
I think that all the above techniques need typically the participation of both the subordinates and the employees so that positive effects are accomplished. The supervisor's perspective of justice is the only sure indicator that the performance appraisal is linked to its accuracy and effectiveness. Like the manager, an employee brings the same effect in the organization but what counts is that to what extent the employee meets the requirements of the success oriented organization. One of the social learning theories states that an employee enters an organization with his/her individual qualities and characteristics which may adjust according to the working environment. Every employee looks at the performance appraisal with a different attitude and responds to it in a diverse manner.
It is said that any major task is only successfully done if it is done in a team work. Same is applied to the organization whereby the employees and the mangers create a team work. If there is proper coordination and unity amongst these two then a company flourishes in its goals.
I believe that performance appraisal sets standards of motivation for every employee so that he/she is made aware of what exactly the organization aspects of him/her. It is within each individual as to how they respond to the environment of the organization and whether they working so as just to show off and are genuine in achieving the goals set by the organization.
I suppose an employee has to abide by the below mentioned important factors which easily make the discrepancy between the workers as to who is committed to the job and who is not and these are:
Agree to the company goals and objectives as our own.
Eagerness to apply considerable effort for the organization in all aspects.
A strong aspiration of maintaining a long term relationship with the organization
A best performance appraisal I suggest would be the one where the managers and the employees correspond on all levels as to sharing of ideas, opinions and information. Unfortunately most of our managers think themselves as judges and make attempt to tell their employees of what to do and how to do it. This is not acceptable as the managers also must be lacking some skills which can be filled by interacting with employees. This creates a friendly and comfortable environment for both the supervisors and the employees. Yes, there are times when the employees need a firm hand but this should not be the case every day.
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There has been a great demand in bringing performance into action. There are some things that only the performance appraisal can rule out in a working organization in order to know which of its employees are good at some skills and what problems may be caused due to individual attitudes and personal issues.
For example, when a nurse does her duty in an exceptional way it means that she had some kind of motivation or personal skills by which her service was so praised.
Some things are always hidden if not brought out such as individual skills and ability to work agreeably in a team. The following are the factors which have made performance appraisal a necessity in every organization:
Attitudes of Employees:
Every employee comes with his/her way of handling things and their own mood swings. Some might bring the anger of their household issues or tensions to work which may make things difficult for others. There are employees who have a negative attitude towards all that is directed towards them thus their performance is always affected. Whilst there are others who handle everything positively and are eager to come across new challenges and learns new experiences. Both these aspects are covered during the performance analysis of an individual employee.
Detection of Intelligence.
Performance appraisal emerged in order to check to what extent their employees are smart and intellectual so as to improve their overall progress. Performance appraisal takes into account the aptitude of the employees because this makes a plus point for their analysis. All organizations are keenly taken by the intelligence of their employees and always go for such employees.
Interpersonal skills.
Years before companies did not do much about what skills their employees possessed. This made organizations not to acknowledge the outline of how confident, comfortable, and tactful the employees are in dealing with peers, customers, senior managers and all other colleagues. Through performance analysis senior managers can rule out which of his employees are more skillful than others, moreover other employees can be made as intellectual by training and development.
Up bring personal grooming and attire.
Employees need to be made aware of how to dress and groom for a particular job especially the white collar jobs. If not mentioned the employees don't get the hang of how to prepare for that particular task such as meeting delegates from outside which need the well preparation of how to behave and speak in such circumstances. Through performance appraisal all other employees are also made aware of how to handle such occasions.
The need for ability to think and work independently.
Usually we encounter some staffs that are uncomfortable working in teams and remain static by working alone. Without an appraisal system the employees are usually unable to bring out their thinking capabilities and ability to work autonomously. Many employees do know how to handle some things but due to not getting that chance to show the abilities they are considered not smart. The senior managers have to give out particular tasks in order to test their employees of how they can use their own ideas to make the achievement out of that particular thing.
Discovering of Communication skills
Performance appraisal is essential to rule of the employee skills such as how to express ideas; persuade others both verbally and on paper. Here a manager needs constantly to monitor the employees throughout the year so that his employees' skills are acknowledged and the employer then knows which of his employees are good at such skills and can be useful in some activities planned by the organization. These talents are very important indeed to be accredited as they create the smartness of an individual.
Need for dealing with issues such as conflicts, disagreements, ambiguity.
If there was no performance appraisal, such issues would be very difficult to manage because to make judgment on whom to terminate would be complex as we wouldn't know which employees are at fault and who is innocent. Also to make peace out of conflicts is rather tricky due not knowing which worker is actually causing such mess. Through performance assessment we know what employees contribute toward the success of the company and who are at the disagreement side.
Necessitate the ability to make people feel good and look good in front of others.
This is only achieved if we know what kind of people we are dealing with because not all employees are in line with being able to make a good impression on other clients or work related people. Through performance evaluation the manager can know which of his employees are qualified at making other colleagues feel excellent. Such employees are then selected for some particular task such as sales or representing the company.
Ability to work well in a team.
Performance appraisal helps to know which employees are good and competent in working in teams being able to make improvement for the organization. Some employees tend to be very difficult to work in teams and are unable to contribute towards the betterment of the company.
Leadership ability.
Performance appraisal helps in detecting which of its employees will be in better position to take over the leadership positions in the future such as in places of senior managers or heads of departments. This is because this evaluation helps in recognizing the input each individual gives towards the betterment of the organization thus is at a rate to become a leader in the future.
The above factors have necessitated that every organization should practice the performance appraisal with each of its employees in order to know what contribution each employee is making towards the improvement of the organization and these employees need to be given increments and bonuses so that they continue with their good intentions. Also those employees who not contributing should be taken action against such close supervisions and termination if possible as they are like an expense to us in the long run.
绩效评估的目的 PURPOSE OF PERFORMANCE APPRAISAL:
Performance Appraisal process has emerged due many factors as the working environment consistently experiences difficult situations from the staff in day to day actions. Supervision has to be set in as a benchmark of what exactly is required of the employees.
By capturing the effectiveness of performance appraisal we can achieve high productivity, competitive advantage and value is created. Therefore mangers have a long way to go and a lot of efforts are to be made in order to set straight the employees in terms of what is required of them.
The purpose of this activity has emerged due to both sides the employer and the employee as they both require some kind of justification as to how to effectively carry out their tasks and be appreciated for it within the limits legally.
As said in a Chinese proverb:
"If you are planting for a year, plant grain. If you are planning for a decade, plant trees. If you are planning for a century, plant people."
This therefore means in order to have long term accomplishment in the organization we need to take care of the employees themselves as these are the main assets of the company and without them the company cannot perform. Moreover if a wrong or less performing staff is acquired it becomes difficult to progress the company as required.
The purpose of performance appraisal is basically to make a development plan in which the supervisor and employee must recognize personal strengths and growth needs. Development is a time for the employee to look ahead to identify opportunities for growth as well as acquire skills or address gaps for the improvements.
The development plan consists of actions linked to the accomplishment of the technical, behavioral and managerial objectives.
The following are the main purposes of performance appraisal in an organization and what actually is required to be achieved from it:
Organizational and Departmental Effectiveness.
Basically it means to ensure that the work plans of the employee are directed towards the strategic direction of the concerned department within the organization. Every individual is hired for a particular task or role in the organization; therefore there should not be a conflict of interest whereby work is overlapped by more employees. This section also monitors that each individual is focused on his/her work and is accomplished with the deadlines. This area deals with bring effectiveness to the organization plus it motivates the employees to their best for the progress of the company.
Performance Improvement.
It facilitates to establish a clear communication between the manager and the employee about what he/she is required to accomplish. This usually makes a job description of an individual so that the employee is aware of what he/she has to carry out. This area quickly identifies the poor performance because a close monitoring is done and improvement is sought at all times. Likewise, establishments of plans for improving performances are discussed.
Identification of Strengths. This is the recognition of the skills and abilities of each employee so that work assignments are build on and it reflects an employees strength. All employees have differ
Identification of Strengths.
This is the recognition of the skills and abilities of each employee so that work assignments are build on and it reflects an employee's strength. All employees have different talents thus to bring up those talents we need to identify what they are good at and what they are poor at. Not all are good at one thing that's why organizations perform specialization.
Training and Development.
This part assists and supports staff in achieving their work and career goals by identifying training needs and development opportunities. All employees at one point or the other need training to upgrade their skills in different areas or improve more on their field of choice. For instance an accountant can always learn more of the administrative work or upgrade computer skills or learn new soft ware's related to accounts. It is very essential for all employers to conduct trainings for their staffs in order to maintain and improve efficiency. These can be in terms of formal training, cross training, special assignments, self studying, E-learning, seminars, coaching and many more methods can be utilized.
Administrative Decisions.
This simplifies decision making due to the employees being self efficient and performance is going well. Performance appraisal simplifies difficult supervisions which in turn make administrative decisions being handled in a quicker and an appropriate manner which are then used to improve the overall performance of the organization. Administrative work is then separately handled from the staff issues. Decisions on activities like promotions, terminations, compensation and rewards are done effectively and with more speed.
Legal Documentation.
This helps in providing a paper work or legal document for legal challenges related to dismissal or vicarious liability. Always in the process of hiring and firing there are some legal procedures to follow thus performance appraisal assists in making the characters whether good or bad of the employees known and its easier to make the necessary decisions during the termination of the employee.
The above can be achieved through effectively done performance evaluation as it is very useful towards the improvement a productivity level of the organization. The above factors are indeed very crucial and should be taken seriously as it marks the success or the failure of the organization. The main blood stream of an organization are its employees thus to make them work efficiently and up to the mark we need to evaluate them every now and then. The above can be then achieved if employees are set straight to what is actually required of them.
绩效评估工具 PERFORMANCE APPRAISAL TOOLS:
Basically in order to carry out performance appraisal activity effectively there is some steps to consider and these are:
Preparation done by the HR section for the necessary materials so that notes are taken and properly recorded pertaining performance and achievement. This may include the appraisal forms and necessary stationery to be used during the appraisal.
To notify the appraise about the time and place so that he/she gets the time to prepare him/herself for the upcoming appraisal questions.
To measure and review the activities, responsibilities, objectives and achievements once the appraisal is completed. This is usually a joint effort of the HR department and the senior managers.
An action plan is agreed upon so as to rule out the responsibilities and evaluate the strengths or the weakness discovered of the employees during the appraisal.
Matching up the actual performance with the performance criteria so that necessary steps can be followed or appreciation is granted if the work is up to the mark.
Lastly the management team then discusses the overall results so as to know where their company stands.
Performance appraisal is carried with an aid of some approaches so as to carry out the activity smoothly. In many organizations appraisal results are used either directly or indirectly to determine the reward outcomes. It identifies the better performing employees who should get the majority of salary increments, bonuses and promotions.
It is found that three most common appraisal methods in general use are rating scales (56%), essay methods (25%) and results- oriented or MBO methods (13%). (Locher & Teel (1977)
The following are the various methods in which performance appraisal is conducted:
Essay Evaluation: basically in this part senior's managers or supervisors to describe the strengths and weakness of an employees' behavior. This method helps in making quantitative evaluation so that both the time frame is recorded and the employee performance is measured. This is usually visualized in form of graphics and a rate scale method is also used. This method is very common in many organizations.
Management by Objectives (MBO): this method usually involves the supervisors and the employees to periodically evaluate the performance of the employees, thus reward is only offered once the result is out. This method is different from the essay evaluation as this deals with what has to or it a must to accomplish rather than how it is to be accomplished. This method helps the organization to set its goals according and the follow-up is done sporadically.
Behaviorally anchored rating scales: this tool is used to describe the performance rating targeted at the specific behaviors. This shows the indicators of effective and ineffective performances. This means the HR usually evaluates separately employees who contribute progressively for the organization, while at the same time the ineffective employees are assessed differently so as to know in which direction we are lacking.
360 degree performance appraisal: this is a kind of feedback system whereby supervisors receive a confidential and anonymous feedback for the employees concerned from the people who work with them. This means that workers from different departments are inquired about a particular employee so that the feedback is received from all angles. For instance accounts staff can be questioned about how the salesman is performing and he/she can give feedback in a confidential manner which is unbeknownst to the employee being appraised.
Performance ranking method: this includes the assessing of the employee from all aspects of behaviors such that from best to worst. An employee is evaluated in terms of all that he has performance for instance he/she made have some good and progressive things but at the same time he/she has done some unproductive things. This makes the employee realize in which areas he has performed badly and what are his/her strong points. For example an accountant maybe good at making the financial reports but not be good at speaking to the staff or be able to express himself. Therefore two skills are considered here and these are the presentation skills and communication skills from which but are assessed accordingly.
Forced Distribution/Ranking: this method consists of ranking the employee in a force manner of distribution. This is used as the sampling type of ranking in which groups are chosen so as to be assessed. For example in an organization maybe only the IT and marketing departments are appraised and the rest are not and are given ranks according to what they come to know from the minority group. If the minority are lazy workers and spend more time just gossiping then the whole staff force is given that label which is called a forced ranking.
Behavioral Observation Scales: this consists of rating frequently the critical incidents that an employee has experienced during his working period. This means when certain occasions are organized the employees are closely watched as to how they are performing so as to pinpoint during the appraisal. Moreover, the good parts are also noted and appraised. This tool is usually based on observing the employee on important times so as to know his/her potentiality.
Critical incident method: here a manager organizes a period of performance for the employee so that he/she is monitored as to how they are performing. The manager notes down the positive and the negative performance behavior of the employees. This simply means critically analyzing an employee for aparticular period of time and noting his conduct of whether or not if he is eligible for the future progress of the organization.
Weighted checklist: a manager herby prepares a list whereby descriptive statements about the employees in the same rank are complied together in order to iron out the effective and the ineffective behaviors of various employees.
Paired comparison analysis: this is an effective way of weighing the relative importance of options in the order of which one is more preferable than the other. The most preferred option is then chosen once the results have come out.
Graphic rating scales: this is a simple way in which the manager checks the employees' level of performance in all aspects. This is a kind of an oldest and most widely used tool of performance appraisal. All employees are monitored and the graphs are prepared accordingly stating the performance levels of each of them.
Confidential report: this is usually used by the government organizations. Here a descriptive report is prepared annually in order to highlight the strengths and weakness of the subordinates and does not offer any feedback or what so ever as it is a confidential report. The employee is not informed of his mistakes or the good things he has done therefore it is not a very effective way.
结论 CONCLUSION:
I think that all the above techniques need typically the participation of both the subordinates and the employees so that positive effects are accomplished. The supervisor's perspective of justice is the only sure indicator that the performance appraisal is linked to its accuracy and effectiveness. Like the manager, an employee brings the same effect in the organization but what counts is that to what extent the employee meets the requirements of the success oriented organization. One of the social learning theories states that an employee enters an organization with his/her individual qualities and characteristics which may adjust according to the working environment. Every employee looks at the performance appraisal with a different attitude and responds to it in a diverse manner.
It is said that any major task is only successfully done if it is done in a team work. Same is applied to the organization whereby the employees and the mangers create a team work. If there is proper coordination and unity amongst these two then a company flourishes in its goals.
I believe that performance appraisal sets standards of motivation for every employee so that he/she is made aware of what exactly the organization aspects of him/her. It is within each individual as to how they respond to the environment of the organization and whether they working so as just to show off and are genuine in achieving the goals set by the organization.
I suppose an employee has to abide by the below mentioned important factors which easily make the discrepancy between the workers as to who is committed to the job and who is not and these are:
Agree to the company goals and objectives as our own.
Eagerness to apply considerable effort for the organization in all aspects.
A strong aspiration of maintaining a long term relationship with the organization
A best performance appraisal I suggest would be the one where the managers and the employees correspond on all levels as to sharing of ideas, opinions and information. Unfortunately most of our managers think themselves as judges and make attempt to tell their employees of what to do and how to do it. This is not acceptable as the managers also must be lacking some skills which can be filled by interacting with employees. This creates a friendly and comfortable environment for both the supervisors and the employees. Yes, there are times when the employees need a firm hand but this should not be the case every day.
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