Performance Appraisal Questions

Performance appraisal questions
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I. Contents of getting performance appraisal questions

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Employee performance evaluations are meant to be beneficial for both the employer and the
employee. The employer will gain new insights into the employee's daily activities, and the
employee will get a chance to see how well they're doing within the company. Negative areas
should always be addressed constructively so the employee can learn and grow from their
mistakes.
Does the Employee Effectively Communicate With Others?
Communication skills are vitally important for every business. Employees must be able to
effectively communicate not only internally with their co-workers and managers, but also
externally with customers and clients. Poor communication skills can lead to other problems
such as unnecessary misunderstandings and insubordination. By finding out about
communication problems early on, businesses can get to the root of the problem and find a
solution before things go awry. This makes asking about communication skills a vital part of the
evaluation process.
Does the Employee Adequately Perform the Functions of Their Job?
Every employee evaluation has at least one question pertaining to how the employee is
performing at their job. By asking about employee performance, businesses can ascertain
whether additional training needs to be offered in some areas. In some instances, a particular
employee may just need some additional guidance in one or two areas where they show
weakness. In other cases, business may be able to determine entire departments need to be
retrained if multiple employee evaluations are all showing the same weaknesses.
How Would You Rate the Quality of the Employee's Work?

Employers don't just expect an employee to get the job done, they expect it to be done well. An
important question to ask in an employee performance review is whether the employee goes
above and beyond what is expected of them, or just does the bare minimum. When employers are
looking to promote candidates from within the company ranks, it's important to determine who
takes the time to always provide high-quality work. Also, employees who don't take pride in their
work often make more mistakes that can end up costing the company additional money.
Is the Employee Capable of Working Independently With Little to No Supervision?
From an employer's perspective, it's important to find employees that are self-sufficient and
independent. These types of employees make good leaders that are able to assess situations and
make decisions on their own. This is important because they won't sit around twiddling their
thumbs waiting for someone to tell them what to do. They will take charge, find something that
needs to get done, and work on it until it's finished. The last thing an employer wants is an
employee that stops working whenever they're not being supervised.
Does the Employee Take Direction and Follow Orders Well?
A good employee is also an employee who takes direction and follow orders well. Managers are
responsible for delegating responsibilities, and employees are responsible for following those
orders. When employees fail to do as they're told, it is considered insubordination, which is
frowned upon. Performance evaluations should always seek to find out about any instances
where the employee had difficultly following the normal chain of command. This question could
also be taken a step further by asking if the employee exhibits any negative attitudes towards
their superiors.
==================
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 Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
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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Performance appraisal questions

I. Contents of getting performance appraisal questions

How Would You Rate the Quality of the Employee's Work?

III. Performance appraisal methods

In this method the rater writes down the employee

2. Behaviorally Anchored Rating Scales

Under this method, checklist of statements of traits of

employee stands in his group. It does not test anything

6. Critical Incidents Method

III. Other topics related to Performance appraisal questions

performance appraisal techniques

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