LEARNING AND
DEVELOPMENT:
Performance Appraisal Methods and
Feedback
DR. EMMANUEL DOTONG, CHIA, MBDBI, FBE
Objectives of Performance Appraisals 2
01 Performance Assessment
Evaluating an employee's job performance against 02 Feedback Provision
established standards and goals.
Offering constructive feedback to employees
about their performance, helping them
03 Goal Setting understand their strengths and areas for
improvement.
Collaboratively setting future performance goals
and expectations, ensuring alignment with
organizational objectives. 04 Development and Growth
05 Compensation and Rewards Identifying training and development needs
to enhance skills and competencies.
Informing decisions related to promotions, salary
adjustments, and rewards based on performance.
Human Resource Management
Common Performance Appraisal Methods 3
Employees evaluate their own performance, often using a
Self-Assessment structured format or criteria.
Employees are evaluated on a predefined scale for various
Rating Scales performance traits or behaviors.
Behaviorally Anchored Rating Combines elements of traditional rating scales with critical
Scales (BARS) incidents to evaluate performance based on specific,
observable behaviors.
Involves collecting performance feedback from an employee's
360-Degree Feedback
supervisors, peers, subordinates, and sometimes clients
Involves setting specific, measurable objectives collaboratively
Management by Objectives between managers and employees.
Human Resource Management
Self-Assessment 4
Employees evaluate their own performance, often using a structured format or criteria. This method
encourages reflection and self-awareness.
Advantages Disadvantages
▪ Promotes self-reflection and ownership ▪ Risk of overly positive self-ratings, leading to
discrepancies.
of performance. ▪ Requires guidance and training to ensure
▪ Encourages employees to identify their objectivity.
strengths and areas for improvement. ▪ May not be suitable as a standalone
method.
▪ Can complement other appraisal
methods for a balanced view.
Human Resource Management
Self- assessment sample form
RATING SCALE 6
Employees are evaluated on a predefined scale for various performance traits or behaviors. This
method is straightforward and provides quantitative data for comparison.
Advantages Disadvantages
▪ Simple to administer and understand. ▪ May not capture the full scope of an
▪ Allows for easy comparison across employee's performance.
▪ Subject to rater biases and
employees.
inconsistencies.
▪ Provides a structured format for
▪ Can be overly simplistic, ignoring
evaluations. context and nuances.
Human Resource Management
Rating scale sample form
Behaviorally Anchored Rating Scales (BARS) 8
BARS combines elements of traditional rating scales with critical incidents to evaluate performance
based on specific, observable behaviors.
Advantages Disadvantages
▪ Reduces ambiguity by focusing on ▪ Complex and time-consuming to develop
concrete behaviors. and implement.
▪ Provides clear examples of ▪ Requires significant investment in
training for raters.
performance expectations.
▪ May not be flexible enough to
▪ Enhances objectivity and consistency accommodate all job roles.
in evaluations.
Human Resource Management
Behaviorally Anchored Rating Scales (BARS)
360-Degree Feedback 10
This method involves collecting performance feedback from an employee's supervisors, peers,
subordinates, and sometimes clients. It provides a holistic view of an employee's performance from
multiple perspectives.
Advantages Disadvantages
▪ Comprehensive feedback that captures ▪ Can be time-consuming to gather and
diverse viewpoints. analyze feedback.
▪ Encourages self-awareness and ▪ Potential for biased or inaccurate
feedback if not managed properly.
personal development.
▪ Requires a culture of trust and
▪ Reduces bias by incorporating multiple openness to be effective.
sources of feedback.
Human Resource Management
360-Degree Feedback sample form
Management by Objectives (MBO) 12
MBO involves setting specific, measurable objectives collaboratively between managers and
employees. Performance is then assessed based on the achievement of these objectives.
Advantages Disadvantages
▪ Aligns individual objectives with ▪ Time-intensive process for setting and
organizational goals. reviewing objectives.
▪ Encourages employee participation ▪ May focus too narrowly on quantifiable
outcomes, overlooking qualitative
and accountability.
performance aspects.
▪ Facilitates clear communication of ▪ Requires regular follow-up and
expectations. adjustments to remain relevant.
Human Resource Management
Mbo sample evaluation form
Mbo sample evaluation form
Mbo sample evaluation form
6
ce Management
Best Practices for Providing Feedback
Be Specific Balance Positive and Constructive Feedback
Focus on specific behaviors and outcomes Highlight strengths and achievements while
rather than general traits or personality. This also addressing areas for improvement. This
helps employees understand exactly what they balanced approach fosters motivation and
need to improve. development.
Encourage Dialogue Set Clear, Actionable Goals
Create an open environment where employees Provide guidance on how employees can improve,
feel comfortable discussing their performance setting clear and achievable goals for future
and asking questions. Active listening is key. performance.
Challenges in Performance Appraisals 17
Rater Bias Resistance to Feedback Inadequate Training
Personal biases and subjectivity Employees may be resistant to Managers may lack the skills
can affect the fairness and feedback, especially if it's needed to conduct effective
accuracy of appraisals. Training perceived as negative. Building appraisals and provide
and standardized criteria can a culture of trust and openness constructive feedback. Training
help mitigate this. is essential. is crucial to address this gap.
Human Resource Management
QUESTIONS?
/emmanueldotong/ [email protected]
