Describe your overall performance in one word.
Performance appraisals are used to evaluate an employee's work and provide feedback on their overall performance. The appraisal process usually involves a manager and employee discussing job performance, goals, and areas of improvement. Performance appraisals help organizations measure performance, assess employee development, and reward effort.
Performance Appraisal: is the process of obtaining, analyzing and recording information about the relative worth of an employee.
360-Degree Feedback: is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.
Objective Setting: is the process of collaboratively identifying measurable goals that an employee will strive to achieve over a specific period of time.
Did you know?
The first performance appraisal system was used in the 1920s by the U. S. Postal Service. A survey of over 550 companies showed that only 4% of companies have an effective performance appraisal system in place. In research conducted by the Society of Human Resource Management, 83% of the surveyed HR professionals found performance appraisals to be an effective tool for improving employee performance.
Work together in pairs: How can performance appraisals be used to improve overall employee performance and promote professional development within a company?
In your opinion, what are the key factors that should be considered when conducting a fair and effective performance appraisal?
Work together in pairs: What are some potential drawbacks of using performance appraisals as a means of evaluating employee performance?
Brain break: Draw a zebra with rainbow stripes taking a chocolate milkshake break
What is the purpose of a performance appraisal?
- To determine salary raises
- To assign new tasks to employees
- To assess an employee's job performance
Which of the following is not a common method for conducting performance appraisals?
- 360-degree feedback
- Rating scales
- Personality tests
What is the typical frequency of performance appraisals in most organizations?
Which type of performance appraisal focuses on specific incidents and behaviors?
- Management by Objectives (MBO)
- Behaviorally Anchored Rating Scales (BARS)
- Graphic Rating Scales
What does the term 'forced ranking' mean in the context of performance appraisals?
- Comparing employees against each other and ranking them from best to worst
- Ranking employees solely based on their salary level
- Ranking employees based on their seniority within the organization