Understanding Performance Appraisal Methods

What are the main types of performance appraisals?

• Traditional, 360-Degree Feedback, Self-Assessment, Peer Review, Management by Objectives, Continuous Feedback

• Project Evaluations

• Team Assessments

• Annual Reviews

Describe the purpose of a 360-degree feedback appraisal.

• The purpose of a 360-degree feedback appraisal is to provide a comprehensive evaluation of an employee's performance from multiple perspectives to aid in personal and professional development.

• To assess only the manager's opinion of an employee.

• To evaluate employee performance based solely on self-assessment.

• To provide a single perspective on employee performance.

What is the difference between a formative and summative appraisal?

• Summative appraisal is focused on ongoing feedback.

• Formative appraisal is only for final evaluations.

• Formative appraisal focuses on development and improvement, whereas summative appraisal assesses final outcomes.

• Both appraisals are identical in purpose and process.

List three common performance appraisal methods.

• Self-assessment, 360-degree feedback, Management by Objectives (MBO)

• Peer review, Job rotation, Training evaluation

• Annual salary review, Team performance metrics, Employee satisfaction survey

• Project completion analysis, Skill gap assessment, Exit interviews

How does the Management by Objectives (MBO) method work?

• MBO focuses solely on individual performance without setting objectives.

• MBO is a method that discourages collaboration among team members.

• MBO relies on random goal setting without any monitoring or evaluation.

• MBO works by setting specific objectives collaboratively, monitoring progress, and evaluating performance based on the achievement of these objectives.

What is the role of employee self-assessment in performance appraisals?

• Employee self-assessment is only for managerial roles.

• Self-assessment is not considered in performance evaluations.

• Employee self-assessment plays a crucial role in performance appraisals by promoting self-reflection, accountability, and providing insights for managers.

• It serves as a tool for disciplinary actions.

Explain the concept of rating scales in performance appraisals.

• Rating scales are tools for setting salary levels.

• Rating scales are informal discussions about performance.

• Rating scales are structured tools used in performance appraisals to evaluate and quantify employee performance based on defined criteria.

• Rating scales are only used for customer feedback.

What are the advantages of using peer reviews in appraisals?

• Increased workload for managers

• Reduced team morale

• Advantages of using peer reviews in appraisals include increased objectivity, accountability, constructive feedback, and enhanced collaboration.

• Limited feedback from supervisors

How can performance appraisals impact employee motivation?

• Performance appraisals can enhance motivation through feedback and recognition, but may decrease it if perceived as unfair.

• Performance appraisals have no effect on motivation.

• All employees feel motivated after receiving an appraisal.

• Performance appraisals only focus on salary increases.

What is the significance of setting performance standards?

• They eliminate the need for employee training.

• They are only necessary for large organizations.

• The significance of setting performance standards lies in providing clear expectations, measuring progress, and ensuring accountability.

• They help in reducing costs and expenses.