Different types of Performance Appraisal System
Performance appraisal system is assessment of employee for his/her work. The manager who is closely tied with the employee observes and assesses his/her work throughout the year and provides necessary feedback, guidance and forward looking path. The manager holds formal discussion with the employee narrating his/her input on employee’s good work and places where improvement is needed. Manager also identifies opportunities for the employee to grow professionally.
Purpose of Performance Appraisal System
Having known what performance appraisal is, I shall tell you the purpose of it.
The primary purpose of Performance Appraisal System is to improve performance at all times in the future. It helps organizations identify and categorize employees based on how they work. This classification helps organizations motivate the performers and provide proper training to under performers.
Types of Performance Appraisal System
Appraisal does not only involve managers. It is more like an exponentially growing curve – each vertices are like self, peers, manager on the graph who add value to the employee appraisal process and help them grow along the curve. Simply say, take a look at the following types.
It is an ongoing communication between the manager and the employee throughout the year. End of the year, they will determine if the pre-set goals and objectives were met, provide feedback and set new goals.
It allows other employees to provide feedback about their experience with a specific employee. This feedback of peers can be reviewed by manager and considered for appraisal process.
Technological Performance Appraisal
It assesses technical expertise/capabilities of an employee. It figures out employee throughput and identifies how sound he/she is technically.
The employee assesses himself/herself and it is finally compared with the manager’s completed assessment results. It is followed by discussions and if there are differences, manager speaks to the employee about it.
Manager Performance Appraisal
In this type, managers go through the appraisal process. It is the role of the manager that is very crucial handling both the team and the client. Manager has to satisfy the clientele without disrupting the (team’s) employee morale. Most often manager appraisal process involves feedback from the respective team members and sometimes from the client as well.
Project Evaluation Review
This is one of the best ways to identify how good an employee is at work. Rather than to wait to review an employee end of the year, it helps evaluating employees end of each project.
Sales Performance Appraisal
A sales person is judged by the goals he/she has set versus his/her results. Salesmen are closely held to the financial goals of any organization. The manager and salesperson must find out ways to achieve goals prior to which they must set realistic goals.
Well, let me now tell you how to design a review form.
How to structure a REVIEW FORM?
Business needs, organization structure and even work etiquette might differ depending on the culture adapted within the organization. But what remains constant is the structure of the review process. Let me give you a clear picture of how a review process should be:
I shall start with goal setting as no review takes place without goal in place.
Every organization forecasts future and has standard goals to be achieved for every financial year. Goal (with respect to organizations) is nothing but how an organization should be end of the year. All the employees of the organization are educated on the goals to work towards it. The end result is evaluated based on the goals achieved.
It is really important for an employee to be proficient regarding his/her technical expertise before getting handle on work. Technical skills do not just pertain to IT services alone where an employee should be sound enough in his/her particular work domain (either programming language or operating system). It spreads across every organization (w.r.t financial/banking services, one should be technically proficient handling accounts; a business analyst must be technically sound in analytics and reports, etc.)
It is very essential as every employee will have to speak to clients/handle client calls, narrate the product description, walk clients through the work flow, etc.
What went well?
It is an important question that should be appended to any review process as this figures out if the goal associated with an employee is achieved or not, status of the goal, time spent on goal, time elapsed on goal and has the work of employee been reviewed by the manager.
What could have gone better?
After getting a hold of what went well, the next step is to find out how things could have gone better or how can it be made better in the future. It is a simple process that helps employee understand what he/she is good at and areas where improvements are needed.
Any specific needs?
Based on the review provided by the manager, the employee can be put to training if he/she lacks technical/soft skills. If the manager feels that an employee requires some form of additional support, he can very well help employee through it.
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