1. Performance appraisal objectives examples
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I. Contents of getting performance appraisal objectives examples
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Performance appraisal objectives might include analyzing employee attendance, job knowledge,
initiative, relationship with coworkers, and job quality. They basically measure whether an
employee met individual performance goals that mirror performance appraisal objectives of the
company. One common objective of an employee evaluation might determine if a salary increase
or merit award is appropriate.
Job reviews typically occur once a year to set performance appraisal objectives and goals for the
following year. Managers hold formal meetings with staff members to discuss which objectives
were met and where employees fell short. This is an opportunity for supervisors to address
weaknesses and areas for improvement. It also offers a chance to reward employees who met
objectives of the company.
These goals might include increased profits, customer retention, or the development of new
clients. An employee might prepare for the review by bringing documentation to show he or she
met performance appraisal objectives. This documentation might show how an employee met
company goals throughout the year. A record of accomplishments might also help address
unwarranted criticism in the employee evaluation.
It is generally accepted in the business world that performance appraisal objectives must be
measurable, specific, and realistic. Employees should clearly understand what is expected of
them and how their performance benefits the firm. If performance is not tied to salary increases,

2. employees should understand the company policy on raises and the purpose of annual
performance reviews.
Management personnel typically determine if performance appraisal objectives aim to reward or
correct employee behavior. They also identify training programs needed to help employees meet
defined goals and make objectives meaningful. Open communication, especially when
parameters of the job review process change, helps ensure workers understand reasons for
evaluations.
Some companies include the employee in the process used to set goals. This gives each staff
member a chance to discuss personal circumstances that might hinder success. For example, an
employee dealing with a critically ill parent might want to discuss attendance goals. Problems
with a difficult coworker might also affect the worker’s attitude about the job. He or she might
suggest training methods used to improve performance and the benefit or lack of benefit of these
programs.
Some companies use performance appraisal objectives to increase the volume of production and
improve profits. Goals set for individual employees might allow them to use initiative to devise
ways to increase production without sacrificing quality or accuracy. Managers might set goals
for an individual project and review performance upon completion.
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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”

3. in this method. In practice, it is very difficult to compare
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

4. 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

5. 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.
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