Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
February 12, 2025
“If you pick the right people and give them the opportunity to spread their wings – and put compensation and rewards as a carrier behind it – you almost don’t have to manage them.” — Jack Welch Most of us would have heard the term “compensation” in the context of getting paid for the work […]
Employee retention includes various steps taken to satisfy the employees so that they stay with the organization for a longer duration. Strong measures must be taken to retain the high potential employees who have spent a good amount of time in the organization and know it in and out. It is essential to retain the […]
It is essential for management to know how to extract the maximum out of employees. Making employees deliver their level best is the biggest challenge faced by organizations in current scenario. Individuals in most of the cases attend office just for the sake of it and are concerned only with their monthly salaries. Let me […]
The Dominance of Neoliberal Ideas about Capitalist Businesses and Their Responsibility By definition, businesses exist to make profits and incorporate any residual concerns about social good as part of their normal profit seeking behavior. In other words, it is the case that businesses and their owners worldwide are concerned about social good as just being […]
Various independent and organisation based studies have revealed that employee engagement is the heart and soul of the change management process. Multiple researches at highly productive and reputed organisations seeking new competitive advantages in this ever changing business environment have exposed that the higher level of engagement, involvement and dedication of employees is the primary […]
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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