Business & Lifestyle

Nearly all companies conduct performance appraisals, which means evaluating the performance of employees currently or in the past and relative to performance standards.

There are several reasons to assess the performance of subordinates:
• Assessment must play an integrated role in business performance management process
• Assessment of possible superiors and subordinates develop a plan to correct deficiencies found in the assessment
• Assessment should serve the purpose of planning by reviewing the employee plans and attention to specific strengths and weaknesses.
To assess specific skills required of a supervisor who must be familiar with basic techniques of assessment, understanding and avoid problems – problems that could disrupt the assessment, and to implement it fairly.
Performance assessment process undertaken supervisor consists of three stages:
1. Defining pekerjan
2. Assessing performance
3. Provide feedback

Some of the methods used to conduct the assessment include:
1. Methods Graphic Rating Scale is a Scale to write a number of characteristics and range of performance values ??for each trait. Employees are then assessed by identifying the most appropriate to the level of performance for each trait.
2. Alternation ranking method which gives ratings to employees from best to worst based on certain characteristics, by selecting the best and the worst, until all have been given ratings.
3. Pairwise Comparison method is to do the rating of employees by creating a diagram of all possible pairs of employees for each feature and determine which one is better employees in each pair.
4. Distribution Method Strength same judge on a curve, the percentage of assessed allegations are placed in various categories of performance.
5. Critical incident method is to keep a record of good examples that are not common or preferred examples of behaviors that are not job-related employees and reviewing records with the employee at a predetermined time.
6. Behavior Rating Scale Method Standard valuation method that aims to combine the benefits of narrative, critical incident, and the scale measured by making a measurable scale that is based on specific narrative examples of good and bad performance