In this file, you can ref useful information about free performance appraisal software such as free performance appraisal software methods, free performance appraisal software tips

1. Free performance appraisal software
In this file, you can ref useful information about free performance appraisal software such as free
performance appraisal software methods, free performance appraisal software tips, free
performance appraisal software forms, free performance appraisal software phrases … If you
need more assistant for free performance appraisal software, please leave your comment at the
end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting free performance appraisal software
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Performance reviews let everyone know where they stand. They're a perfect opportunity for
employees to hear structured commentary from more experienced colleagues, to learn what they
do well or get tips on how to improve. Employees can use feedback from performance reviews to
set new personal objectives and advance their careers.
#
What's wrong with the traditional performance review approach?
There's a lot of negative feedback about performance review systems on the web. In our opinion,
it's because most companies take the concept way too far. Too many HR managers believe that
the lengthier the process of measuring employee performance, the more accurate the results it
yields. We frequently get inquiries like "can we put all our 35 questions into the forms? Where
do our 25 rating categories go?" — but this focus on metrics usually backfires. The more you
measure, the longer the process takes, the more people hate it. The more people hate it — the
less accurate the results become.
#
Our approach: Keep the performance review simple
We believe that a lightweight process achieves more. The way we see it, an employee should
spend no more than 2 hours on his self-assessment. The manager should also be able to prepare
that team member's performance review in around 2 hours. The two could then meet face-to-face

2. for not more than an hour, then fine-tune the review, sign it, and be done in another hour. That's
just 4 hours total for the employee, and 4 hours per team member for the manager.
By keeping the process short and sweet, and by using a streamlined tool like Small
Improvements, you can easily schedule two or three reviews per year, or for instance mix 2
reviews with 2 peer feedback sessions. Employees will receive feedback in smaller chunks but
more frequently, resulting in a less painful process and in more relevant and timely feedback.
#
How does our performance review system help?
The Small Improvements' user interface is designed for simplicity. Certain features, for example
the continuous feedback module, will be familiar to anyone who's used Facebook. As for editing
and saving private works-in-progress in Small Improvements, it's a cinch -- much simpler than
even Microsoft Word. Staff will enjoy using our application, and we take care of all the
paperwork and backups for you. Obviously writing the reviews is still work, but the software
even makes this easier! Relevant prior feedback given in Small Improvements is easily
accessible for you to use as resource material when you write reviews.
#
Ratings vs Feedback
The ultimate goal is to help staff improve, not to make them feel inadequate and miserable. Our
product has a refreshingly minimal approach with respect to metrics, and encourages written
feedback and conversations over ratings. You may use ratings, of course, but we see ratings as a
means, not as a goal. We just don't think ratings are nearly as helpful as written feedback, so
we'd encourage you to only rate what you must — that way, your managers can focus as much
energy as possible on writing constructive feedback to help employees improve their
performance in the future, and not waste their time arguing over a multitude of ratings.
#
Documentation
We provide three main documentation pages: One for the end user, one for managers, and one
for the administrator who sets up the process and tracks progress
 First, learn how to write your own performance review. You can look at the screenshots,
or watch the video if you prefer. It's really simple: Everything happens on a single page.
 Then, if you're a manager or work in HR, check out the review process from a manager's
perspective.

3.  Next, read about how an administrator sets up reviews for everyone. Our system ships
with plenty of sample data to play around with, but this document explains the details
when you want to get going for real.
 Finally, learn about reporting and how to track progress across the organization . We're
not that into metrics, but we do have a fun-to-use 2D assessment chart you can use.
Here's documentation on how to plot the entire company on a single performance
overview graph.
Ideally, the exchange of performance feedback should be ongoing, and feedback shouldn't all
come from your boss. That's why you can use the 360 degree feedback module in combination
with classic performance reviews. Also, staff can give each other tips or praise anytime using the
continuous feedback module, even if an official review cycle isn't going on. In the spirit of
"social performance reviews," staff can even award each other cute little badges. All these bits of
feedback will be easy for you to access later on, so you can take them into account when it
comes time to do formal performance reviews again.
That's it! Performance review software really doesn't have to be more complicated than this.
Next up: Learn how to improve your performance by defining personal objectives and goals for
the future based on the feedback you receive.
==================
III. Performance appraisal methods
1.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
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare

4. individuals possessing various individual traits.
ii. 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.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. 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 – Rater’s biases
3. 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. 4. 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.
5. 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.
6. 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.

6. III. Other topics related to Free performance appraisal software (pdf
download)
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