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Four Performance Appraisal Tools Analysis

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Four Performance Appraisal Tools Performance Appraisal is an evaluation system used in organizations. This method evaluates an employee’s performance to see where the employee’s strengths and weaknesses are and to fix them through training or otherwise. Performances Appraisal tools are designed in such a way that helps the supervisors evaluate their employees and highlight those strengths and weaknesses. Below are four those tools: 1. Rating Scales: This is a traditional method of evaluating performance. A rating scale, as the name suggests, is when certain numbers are represented as negative, neutral, and positive. For example, if the rating is from 1 to 10, then 1 means negative, 5 would mean neutral, and 10 would mean positive. There can …show more content…

Checklist: Similar to the previous method, this is also traditional and quite archaic. Checklist is too simple where the evaluator selects yes or no (in some cases, ticks a box for yes) to show where the question indicates good performance. As an example, if a question asked ‘Does the employee show enthusiasm?’ and the evaluator selects ‘No’, then that shows that the employee needs to improve his performance in this aspect. Usually, a checklist is more for the behaviour of the employee rather than his way of undertaking the job. Checklists show employees that they need to improve their performance and behaviour since it strictly says ‘no’ as the answer and shows supervisors that the employee has to perform really well for the next or till the next …show more content…

Ahmed explained that the evaluation method helps in evaluating the employee through the perspective of many peers, so the managers are able to guide the employees when they make mistakes. Furthermore, the most important opinion is believed to be of the customers at Yas Marina Circuit, so Ahmed told me that customer feedback is always recorded and kept for training purpose and to improve the employee’s performance. There have been many times that the employees have not replied to customer’s calls or emails, and the customers have mentioned this in the feedback, so this showed the company how important and effective the feedback is to the company’s image and overall

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As part of our business strategy, we conduct a comprehensive analysis of our store's performance daily. This involves a thorough review of sales data on checkfront, customer feedback for reviews, employee performance, and equipment management to identify areas of improvement. Our management team completes a morning checklist that includes a health check of equipment and addresses any controllable tech issues. Any uncontrollable issues are documented in the daily checklist

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Having weekly reviews enables us as staff to get constructive feedback on how we can improve (Armstrong & Baron, 1998) and this is useful to me as I see value in developing my skills for the future as well as want others to see value in me as an employee. Checklists are another system we use at Real Star, each employee has their own pad to write their daily tasks and there is a white board at the back of the office with the weekly plan. These are very useful to me as I don’t have the best memory and forget things easily. Having these checklists ensure that tasks are completed on time and overall help the business be more successful. Lastly with each employee having a clearly outlined job description, we are all able to get on with our own tasks as it is easy to get intertwined with one another when we are all sitting so close and have different roles.

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The system needs to be productive or it will be a waste of money and time, this makes a virtual as a potential to refine employee’s performance. The performance appraisal will lead to a behavioral change when an individual accepts the system (A. Elverfeldt, 2005). The system used in performance appraisal has the roots and become more powerful in almost all the organization through the world. These are the assessment of the performance of an employee or employer, whom one is concern about (D. Goel, 2010). According to E. Lawler, G. Benson and M McDermott, 2012 performance appraisal is a censure powe of management practices, criticism ranging from an extensive waste of time to their having a negative impact on the correlation between managers and their subordinates.

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• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.

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Tesco also uses a method known as 360-degree appraisal. This means all stakeholders who have contact with the employee assess the person’s performance and give

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