The appraiser may be any person who observes the employee while performing a job. The appraiser has thorough knowledge about the job content, contents to be appraised, and standards of contents. The appraiser should prepare reports and make judgments without bias. Typical appraisers are supervisors, peers, subordinates, employees themselves, users of service, and consultants.
Supervisors include superiors of the employee, other superiors having knowledge about the work of the employee, and department heads or managers. General practice is that immediate superiors appraise the performance, which in turn is reviewed by the departmental head manager. This is because supervisors are responsible for managing their subordinates and they have the opportunity to observe, direct and control the subordinate continuously. Moreover, they are accountable for the successful performance of their subordinates. On the negative side, immediate supervisors, may emphasis certain aspects of employee performance to the neglect of others. Also, managers have been known to manipulate evaluations to justify their decisions on pay increases and promotions.
Peer appraisal may be reliable if the work group is stable over a reasonably long period of time and performs tasks that require interaction. However, little research has been conducted to determine how peers establish standards for evaluating others or the overall effect of peer appraisal on the group’s attitude. The concept of having superiors rated subordinates is being used in most organizations today, especially in developed countries. For instance in most US universities students evaluate a professor’s performance in the classroom. Such a novel method can be useful in other organizational settings too, provided the relationships between superiors and subordinates are cordial.
If individuals understand the objectives they are expected to achieve and the standards by which they are to be evaluated, they are to a great extent in the best position to appraise their own performance. Employee performance in service organizations relating to behaviors, promptness, speed in doing the job and accuracy, can be better judged by the customers or users of services.
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Performance appraisals of individuals, groups, and organizations are a universal practice in all societies. Performance appraisal is a process of evaluating the behavior of employees in an office, usually including both qualitative, and quantitative aspects of job performance. Performance indicates how efficiently a person is...
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After the performance of an employee is appraised, the superior should inform the employee about the level of the employee’s performance, the reason for the need for improvement of performance, and the methods of this improvement. The superior should counsel the employee about his performance...
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Managers have long been reluctant to appraise subordinates. However, in an activity as important as managing, there should be no reluctance to measure performance as accurately as possible. In almost all kinds of group enterprises, whether in work or in play, performance is rated in...
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Performance Appraisal Systems
10 August 2010 8:30 PM |
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Performance appraisal is a nine-step process. At the first stage, performance standards are established based on job description and job specification. The standards should be clear, objective and incorporate all the factors. The second stage is to inform these standards to all the employees including...
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With the evolution and development of appraisal systems, a number of tools and techniques of performance appraisal have been developed. Firstly, there are graphic-rating scales which compare individual performance to an absolute standard. In this method, judgments about performance are recorded on a scale. This...
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Sample Performance Appraisal
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A performance appraisal carried out for professional and administrative personnel and a confidential employee performance appraisal contains the names and job titles of employees and the department for which they work. It also states the names of the appraisers and their job titles. Performance appraisal...
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Employee Performance Appraisals
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Employee performance appraisals are considered necessary in order to provide information about performance rankings. This information assists in making decisions regarding salary fixation, promotion, confirmation, transfer, and demotion. Apart from this information, employee performance appraisals provide feedback information about the level of achievement and behavior...
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Job performance appraisals are needed in order to provide information about performance rankings. This information helps in making decisions regarding salary fixation, confirmation, promotion, transfer and demotion. In addition, job performance appraisals provide feedback information about the level of achievement and behavior of subordinates. This...
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Managers, like everyone else, want their performance positively appraised. They seek approval. Even if individual managers have full freedom to act in accordance with the currently conceived social responsibilities, they might not do so because of standards applied in evaluating their performance. That’s where the...
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In some cases, the performance appraisal processes are structured and formally sanctioned while in other cases they are an informal and essential part of daily activities. Performance refers to the extent of completion of the tasks that make up an individual’s job. One type of...