Performance Appraisal

1. List three reasons why performance appraisal fail

·         Employee anxiety
·         Lack of objective
·         Leniency/ strictness
 
2. Why 360 degree evaluation provides effective result for evaluate performance
of employees.
·         Multi-rater evaluation
·         Input from multiple levels with firm and external sources
·         Focuses on skills needed across organizational boundaries
·         More objective measure of performance
·         Process more legally defensible

3. What factors that contribute the effectiveness of performance

appraisal.
·         External :
-          Legislation  requiring nondiscriminatory appraisal systems
-          Labor unions
·         Factors within the internal environment, such as type of corporate culture

4. Differentiate between critical incident techniques with paired

comparison techniques.
Critical incident techniques Paired comparison techniques
 appraisal more likely to cover entire  compares performance of
evaluation period each  employee with every other
employee in the group
 does not focus on last few weeks or  variation of ranking method
months
 written records of highly favorable
and unfavorable actions

5. 3 roles of employees and 3 roles of employer to make sure

performance achieve the actual standard:
 roles of employees roles of employer
 Join training to improve KSA to  Provide cost to training program.
overcome the weakness.
 Follow performance appraisal  Provide mentor to guide
standard.  employees. 
 Find mentor to guide them how to  Always evaluate employee’s
achieve a good performance. performance