Employee performance appraisal does not date too back in the pages of
history but employee performance appraisal began its journey in early 20th
century. It is basically the judgment by the senior on employee's
performance for the said period of time and employee performance appraisal
process also includes the improvement in employee's performance through
training if required. The pay hike and other rewards are associated with the
employee performance appraisal so it is longed by all the employees working
in any organization across the world. The time period for the appraisal vary
from organization to organization, which can be annual, half yearly and
quarterly. It is also called performance appraisal or employee appraisal.
Employees performance appraisal is also a good way to check that to what
extent the needs of the organization and employee are met. Senior comes to
know about their working behavior and employees can know what is expected
from them, area of their improvement and development, their strengths and
weaknesses.
Objectives of Employee Performance Appraisal
- To check the performance of an employee for the given time period.
- Find out the gap between actual performance and the expected
performance.
- Find out the reason for the negative gap, if any.
- Clarify the role and expectation from the employee.
- Find out the training need and area of improvements.
- Give employee a platform to vent off any grievance.
In employee performance appraisal process self appraisal plays a very
crucial role in which the employee judge his or her own performance. This is
the first activity of the whole appraisal process. But here you will have to
be honest, objective and work with positive attitude. If asked then explain
what more responsibilities you can take in your department. This will give
you the growth. Also take the full responsibilities of what you have done
whether it is on the positive or negative side.
Employee Performance Appraisal Process
- Goal Setting and establishing performance standards
- Communicating the same to the employee
- Explaining him or her the way of doing it
- Performance Measurement (Actual Performance)
- Documentation of Employee Progress
- Performance Feedback
- Decision making to correct the performance further
For the employee performance appraisal process to be effective, it
should be an open discussion and simple to understand. Standards set must
also be achievable, measurable and bounded by time. Also the communication
during the entire appraisal must be two way and open so that both the sides
can present their views in a clear way.
Ways of Doing Employee Performance Appraisal
Straight ranking
method, easy appraisal method, paired comparison, critical incident method,
field review, check list method, graphic rating scale and forced
distribution are the traditional employee performance appraisal methods.
Where as the below given are the modern appraisal methods and used by most
of the organizations.
- 360 Degree Performance Appraisal
- Management by Objectives (MBO)
- Behavioral Observation Scale
- Behaviorally Anchored Rating Scale
360 degree performance appraisal is the most extensively used and has
four components including self appraisal, superior's appraisal,
subordinate's appraisal and peer appraisal. 360 degree performance appraisal
is mostly done for the managers as in this their leadership qualities and
style of management is checked to the full extent.
You can also get online employee performance appraisal forms and
questionnaire that are in well defined format so can be used. Or you can
make your own performance appraisal form based on your organization's
policies and ways of measuring the performance. Also there are many employee
performance appraisal softwares> few of them are
- Halogen eAppraisal by Halogen Software
- TrakStar Professional by Promantek
- ReviewSNAP by Applied Training Systems
- Talent Platform by iCIMS
You organization can use these employee performance appraisal softwares to
evaluate the employee's performance. The whole employee performance
appraisal process needs regular evaluation, feedback and open communication
so that it can be done effectively.
Employee Performance Appraisal Forms
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