Online performance appraisal system

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I. Contents of getting online performance appraisal system

==================As employee evaluation software and online tools become more available and affordable, youre more likely to find yourself running into them as a manager during your career. Electronic performance appraisals provide a number of advantages and disadvantages for both supervisors and employees, and understanding some of the more common ones will help you make the best decision as to which one is right for your department or company.Performance Appraisals

As you consider using an electronic performance appraisal, its important to determine what you want out of an employee review. If youre looking to promote one of several employees and rank them, you might want more objective data. If youre performing a year-end review for a single employee, you might want to include more personal observations to solve problems or promote growth. Appraisals should include a supervisor to objectively rate or rank an employees knowledge, productivity and job results. They should also evaluate interpersonal and communications skills. An appraisal should also provide suggestions for areas of improvement.Electronic Appraisals

Electronic appraisals include tools supervisors can use to evaluate workers based on a variety of criteria and allow the user to rank different categories using an objective system. They can be part of a company intranet or served on a software program the user fills out. The programs can reside on one computer in the human resources office or allow users to login from their own computers, with access terminated once the form is filled out for privacy and security. In its most primitive form, an electronic performance appraisal can be created and delivered using email.Advantages

Electronic performance appraisals allow a company to use one rating system for all employees, putting all the forms into a main database that allows the business to rank or cross-reference employees. They might be quicker to fill out than a paper form, which can require having a supervisor answer questions from a human resources team member. Depending on the program, the appraisals can be customized by each company, including adding text boxes for employees and supervisors to leave explanations and notes. If necessary, authorized personnel can access this data 24/7 if the company uses a Cloud-based storage system or keeps them on their website or server. When delivering performance appraisals face-to-face, supervisors might be less willing to be negative and confrontational, according to researchers Kurtzberg, Nauqin and Belkin, citing studies that showed managers were more negative when creating electronic appraisals. This willingness to be more critical can lead to more honest, detailed and useful appraisals.Disadvantages

Electronic performance appraisals are impersonal, especially if the employee receives the results on her computer with no face-to-face explanation from a supervisor. Without this personal interaction, a critical rating can seem much worse than the reviewer intended, or alternatively, a serious problem might not come across that way to an employee. Electronic performance appraisals leave a paper trail that can be subpoenaed if theres a lawsuit, and if company files are hacked, the possible resultant data-sharing could lead to an invasion of privacy and create liability for the company that administered and kept them.

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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 Raters 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 group.Advantages of Ranking Methodi. Employees are ranked according to their performance levels.ii. It is easier to rank the best and the worst employee.Limitations of Ranking Methodi. The whole man is compared with another whole man in this method. In practice, it is very difficult to compare individuals possessing various individual traits.ii. 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.iii. When a large number of employees are working, ranking of individuals become a difficult issue.iv. 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.

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