Analyzing the Performance Appraisal

Performance Appraisal Approaches The Graphic Rating method The Graphic rating scale is one of the most common methods used in performance appraisal evaluation. The method requires that evaluators show the level an employee manifests a given trait, result of performance and behavior related to the delivery of work related tasks. The ratings are tailored to capture performance in specific work related areas. These areas could be the level of knowledge of their work, quality of work and responsibility.

The scale offers a continuum that stretches from such descriptions as low, high, good or poor, most effective to least effective etc. Although the scales may go higher or lower, they usually have up to a maximum of 7 points. The graphic variety may often not define their points. The following characteristics should typically influence acceptability positively The rating of performance must be defined clearly The scale should reflect behavior and backed by concrete evidence in order to ensure that objectivity is observed. iii.

It should avoid using ambiguous and subjective terms such as honesty, loyalty and integrity. If they must be used, then there should be some observable behavior cited. iv. The points on the scale should be objective. They should relate to the aspect of performance being measured. For instance, in describing the flow of words of an individual, it is preferable to use such descriptions as fluent, hesitant or unimpeded and not very good, average, poor or below average. 2.

Forced Distribution This method requires the person evaluating to rate subordinates by applying a fixed distribution scale. This method is used to capture a range of components of job performance. The scale demands that the person in charge of a section rates the staff in the following manner: 10% as the low performance groups, 20% should fall below average, 40% should be average performers, and remaining 10% should fall in the higher cadre. Thus if a company has 40 employees, the distribution would be 4,8,16,8 and 4 respectively.

There are various templates provided by companies in carrying out appraisals based on such a scale. The top, middle and bottom distribution is one of the common types. 3. Essay Approach This method entails writing a flowing, essay-like report. The evaluator captures the behavior of an employee in relation to his/her work. These kinds of scales are often applied for a range of common reasons.

They may be used to justify a pay rise, a termination or just to help the organization make decisions relating to the growth and development of an institution (exploreHR, 2016). Highlighting the pros and cons of each appraisal method The Graphic rating scale Advantages i. it helps to standardize content and facilitates objective comparison of staff ii. it is easy to create at a low cost and is easy to use too iii.

it is widely accepted by evaluators Disadvantages The problem with this scale is that it is vulnerable to errors in rating. This means that the appraisals can be faulty. Halo effects, severity and central tendencies are some of the possible errors here. Halo refers o a scenario in which one rating that is meant to be independent, interacts and influences another rating in the evaluators' mind; for a given employee. This influence results in an employee being rated the same across all the performance aspects.

Central tendency refers to the scenario that leads to ng lack of differentiation in the ratings. Thus, most staff is rated as average performers. The tendency for an evaluator to highly rate most of the employees in all performance components is referred to as leniency. Severity, on the other hand, is the converse scenario in which most employees are rated harshly. Forced distribution This helps to remove errors such as severity and leniency in appraisals. However, the process is not without its problems.

It tends to force discrimination amongst staff even when such differences are not very strong. For instance, even if employees in a given department or work area are high performers and deliver satisfactorily, the scale still requires the evaluator to discriminate. The method is widely resisted by many evaluators and employees. Essay Method These are open-ended appraisal scales. They are faulted for lack of standardization. This method is accused of encouraging subjectivity. Evaluators may provide inaccurate information about employees because of subjective biases.

Since the evaluator is not directed to provide feedback on specified points of work processes and delivery, there is a likelihood of focusing on either the favorable aspects of an employee or the unfavorable elements. Therefore, the feedback could be biased or misleading, and misrepresent the capabilities of an employee (Kokemuller, 2016). The legal implications in the appraisal approaches Labor laws do not direct appraisal methods in any way. However, they prohibit any form of discrimination based on aspects that do not relate to the job.

There is need, therefore, that when the appraisal techniques are being created, they avoid elements that could expose the process to legal action by the employees. The evaluators should be thoroughly trained to master the fundaments aspects of the job evaluation process. Some of the core aspects that must be observed include applying the process consistently, timeliness and objective evaluation (Mayhew, 2016). The best performance appraisal.