Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
February 12, 2025
Communication is one of the most essential factors influencing employee’s behaviour. Employee’s perception towards the organization and their team manager determines their behaviour. Communication enables employees to understand what their organization wants them to do? Communication helps in changing an individual’s attitude and thought process. Managers need to know whether their team members are facing […]
When one writes about executive compensation, the thought of jet setting CEO’s who enjoy luxurious lifestyles and live in gardened villas at the company’s expense comes to mind. While the stereotypical image of a CEO enjoying such extravagance is indeed true to a certain extent, there is more to the topic of executive compensation. For […]
How Hiring Managers and Organizations Detect Fake Resumes and Spot Lies The recruitment and selection process is an important aspect of any organization’s overall Human Resources (HR) and for that matter, even org wide policies. Indeed, considering the fact that recruitment and selection often determines whether the right person for the right job has been […]
Before we begin this topic, let us throw some light on the following example. Peter and John were best friends who did their studies together at Alpha management school (Just an example).They both got their first jobs in XYZ Organization as marketing executives. Within a span of five years, Peter was promoted as Vice President […]
The Evolution of Knowledge Management Knowledge Management as a separate stream of business and as an organizational function and practice emerged with the advent of the Information Age with its reliance on knowledge as power. Indeed, while the Industrial Era did have some connection to accumulating, preserving, and share knowledge, it was only with the […]
Following are the tools used by the organizations for Performance Appraisals of their employees.
We will be discussing the most important performance appraisal tools and techniques in detail.
The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order.
Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group.
This is a ranking technique where raters are required to allocate a certain percentage of rates to certain categories (eg: superior, above average, average) or percentiles (eg: top 10 percent, bottom 20 percent etc). Both the number of categories and percentage of employees to be allotted to each category are a function of performance appraisal design and format.
The workers of outstanding merit may be placed at top 10 percent of the scale, the rest may be placed as 20% good, 40% outstanding, 20% fair and 10% fair.
Employees who feel that they are productive, but find themselves in lower grade(than expected) feel frustrated and exhibit over a period of time reluctance to work.
Under this method, the manager prepares lists of statements of very effective and ineffective behaviour of an employee. These critical incidents or events represent the outstanding or poor behaviour of employees or the job.
The manager maintains logs of each employee, whereby he periodically records critical incidents of the workers behaviour. At the end of the rating period, these recorded critical incidents are used in the evaluation of the worker’s performance.
Example of a good critical incident of a Customer Relations Officer is :March 12 - The Officer patiently attended to a customers complaint. He was very polite and prompt in attending the customers problem.
In this system, a large number of statements that describe a specific job are given. Each statement has a weight or scale value attached to it. While rating an employee the supervisor checks all those statements that most closely describe the behaviour of the individual under assessment. The rating sheet is then scored by averaging the weights of all the statements checked by the rater.
A checklist is constructed for each job by having persons who are quite familiar with the jobs. These statements are then categorized by the judges and weights are assigned to the statements in accordance with the value attached by the judges.
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