Performance Appraisal Goals

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In this file, you can ref useful information about performance appraisal goals such as performance appraisal goals methods, performance appraisal goals tips, performance appraisal goals forms, performance appraisal goals phrases … If you need more assistant for performance appraisal goals, please leave your comment at the end of file.



Performance appraisal goals
In this file, you can ref useful information about performance appraisal goals such as
performance appraisal goals methods, performance appraisal goals tips, performance appraisal
goals forms, performance appraisal goals phrases … If you need more assistant for performance
appraisal goals, please leave your comment at the end of file.
Other useful material for you:

I. Contents of getting performance appraisal goals
Goal-based performance appraisal techniques use quantitative performance management
indicators to determine how well an employee is performing against the group, or against goals
set by management. Managers use performance measurement as a way of determining whether
employees are on the path for career development as set by the cooperative effort of the
employee and her manager.
Customer Satisfaction
Developing customer satisfaction skills is often important to an employee's professional
development. Examples of goal-based appraisal items associated with customer satisfaction
include monitoring the amount of customer complaints or compliments the employee receives, a
rise or drop in the employee's dedicated customer base and an increase or decrease in revenue
generated by the employee. Remember that goal-based appraisal items must be quantified to be
useful. When you develop a program to help the employee improve in customer satisfaction, it's
important to develop goals that can be measured.
Account Management
Indicators such as an increase or decrease in overall profit margin, a rise or fall in the number of
active clients and revenue generated from existing clients can be used as measuring points for
analyzing an employee's account management skills. An effective account manager grows his
existing client base while adding new clients throughout the year. Each of these performance
management goals can be examined individually, or the dynamic among them can be assessed
for the purpose of improving employee performance.

An employee can be rated on safety based on how many accidents in which she's been involved,
how many mandatory safety training sessions she attends and how well she pays attention to
necessary equipment maintenance. A good safety record improves that employee's productivity,
and helps reduce workplace accidents that can cause a drop in company-wide productivity. Good
safety measures also help to lower health and liability insurance rates.
Accounts Receivable
Your accounts receivable department is responsible for securing the flow of revenue that keeps
your company going. Accounts receivable generates invoices and processes customer credits that
wind up as part of the company bottom line and is responsible for approving new client accounts.
Revenue billed, credits given and revenue generated by new accounts approved can each be used
to evaluate an accounts receivable employee's performance. Remember to include any defaults
by new clients in your calculations. Monitoring new clients that default can help to create more
comprehensive measures for approving new accounts.

III. Performance appraisal methods

1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.

3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases

4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

5.Ranking Method
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
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
Limitations of Ranking Method
The “whole man” is compared with another
“whole man” in this method. In practice, it is very difficult
to compare individuals possessing various individual
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method

The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.

III. Other topics related to Performance appraisal goals (pdf,
doc file download)
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