Assume yourself as an HR Manager-What appraisal method would you choose?

Assume yourself as an HR Manager. You have been given the responsibility of promoting the rightful employees. For this, performance appraisal of the employees must be carried out. What appraisal method would you choose? Justify. 

Answer: 

 

Performance appraisal is an analysis of an employee’s recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee’s performance in a job based on considerations other than productivity alone. If targets and objectives are planned and set properly and is measurable then result based appraisal method can be effectively applied. While in business, it is not just metrics that are important but also employee’s personality and communication skills to communicate and deal with other employees effectively, so behavior based methods are also equally important. 

While there may not be a single method that might do utmost justice to appraise an employee, I would choose trait-based and result-bases appraisal method to appraise the right employee. 

Results-based Appraisal:

 

 • If targets are measurable then result based appraisal method will be highly effective to access the employee’s contribution to the organisation’s objectives. 

• Results should be carefully mapped to the organisation’s objectives and rated. 

• The focus is on the outcome/deliverables from the job, and this alone serves as the measure for success. 

 • So the important factor will be on the results – how much and how well did the employee deliver from the job. 

Trait-based Appraisal: 

 

 • Behaviour traits are also equally important as mentioned. 

 • The goal is to assess personality or personal characteristics, loyalty, communication skills, level of initiative, decision making etc.. 

• These are also important when considering a person for promotion as he will handle higher responsibility. 

• Since behaviour traits are not quantitative, care should be taken not to be biased and emotionally manipulated by employees during appraisal discussion.