EFFECTIVE PERFORMANCE MANAGEMENT

 1.   Rating Scales Method In rating Scales Method traits like attitudes, performance, accountability are rated in each individual separately. 2.   Essay Appraisal Method  Also known as “Free Form method”  is a method where the appraiser write a descriptive message about the performance of hi/her employee with examples and evidences to support their decisions. 3.   Ranking Method Under the ranking method, the employer rank similar employees in categories such as excellent, above average, average, below average and poor. 4.   Paired Comparison  In this method the employer compares each employee with all others in the group, one at a time and ratings are awarded after the overall comparison. 5.   Critical Incident Method The employer provide a list of evidences of effective and ineffective behaviour of the employee manager prepares lists of statements of very effective and ineffective behaviour of an employee when they occur so t...

The performance appraisals have always been considered as beneficial for both employer and employee. One of the most significant benefits of the performance appraisals in the ability of employer and employee to talk freely and have a   one-on-one discussion  about the organisational performances that might be difficult to approach in any other time.  They also offers the  opportunity to   focus on day-to-day work, and goals ,  as most of the employees should be reminded of what the organisation expect from them and gives room to enhance better performance. Performance appraisal also may effect on employee motivation and satisfaction which is beneficial for all the entities involved.  Performance appraisals give room to recognise employees of the organisation, their work towards the organisational benefits and reward them accordingly. The mere existence of an appraisal system show that the employer is g...

Poor metrics The metrics that the organisations use to assess for the evaluation of employees should be consistent with the industry and the organisational. Many of the appraisal are face failure by using baseless metrics and it is better to uses several of them to achieve more accurate evaluation.  Poor targets If the targets set by the organisation are easily achievable it will not improve the performance of the employee and If they are unrealistic it is likely that the staff will not even achieve half of the targets set. The management is with the responsibility to provide achievable, proper targets that showcases a  growth form previous targets.  Lack of transparency The employees must be provided with information on how their targets contribute for the organisational growth to get a clear understanding and motivation for the employee to focus more on their performances.    Lack of relevance Irrelevancy of the targets set by the management that does not cont...

  ·         It   doesn’t assess actual performance .   The evaluation might be characterised as it only focus on behavioural traits of an individual but not the actual input. ·         It   gives infrequent feedback .  The goal is to find out the issues and resolve them strategically. If so, annual appraisals are illogical and at least quartile appraisals must be done. ·         It is a   non-data-based assessment .  An appraisal is based on an evaluation of behavioural and achievement of an employee, which is completely relying on the supervisors memory and it is difficult to  prove how they have achieved those own rankings in the evaluation system statistically. ·        It’s with   lack of accountability .  The supervisors will never be punished or blamed for providing inaccurate information even though they might be...