Spriegelsays “performance appraisal is the process of evaluating the employee’s performance on the job in terms of requirements of the job.” Alford and Beattydefined performance appraisal as “the evaluation or appraisal of the relative worth to the company of a man’s services on his job”...
360 Degree Feedback is a type of feedback which is done by managers to understand the performance of an employee, and used in the appraisal process. This feedback is a part of the organizational feedback which is intended to improve the quality of employees in the workforce. Importanc...
What is Appraisal Interview? Appraisal interview is a formal discussion process between an employee and his/her manager regarding performance and other aspects of job role. It is one of the best ways for an employee to increase productivity and change work habits. In appraisal interview, the empl...
See Zimyo in Action Name Company Name Business Email Country Code Phone Number Number of Employees Book a Demo Back to glossary People also look for: Promotion Appraisal Performance Appraisal Appraisal Letter Feedback 360 Degree Feedback Continuous Feedback Peer appraisal HR...
An HCM is used for managing the 360-degree aspect of the workforce. What is HR analytics and what is its importance? HR analytics is data that helps in gaining insights into the trends of your organisation’s workforce. You can assess the data and identify behaviours and patterns to help...
Performance Appraisal Process forms a crucial part of an employee’s lifecycle in an organisation. There are several means of performance appraisal being used by organisations around the globe today, out of which Adjective Rating Scales is one of the oldest and most popular methods.The...
Graphic Rating Scale is a performance appraisal method in which an employee is rated against a list of traits or behaviours which are deemed important and relevant for effective employee performance and productivity. The rating scale helps employers to quantify the behaviours displayed by its employees...
Critical incident method or critical incident technique is a performance appraisal tool in which analyses the behavior of employee in certain events in which either he performed very well and the ones in which he could have done better. Critical incident technique is used to collect data using a...
Behaviorally Anchored Rating Scale (BARS) is a scale used to rate the performance of employees. It is an appraisal mechanism that seeks to combine the benefits of narratives, critical incidents and quantified ratings by anchoring a quantified scale with
Leniency error is a rater’s bias that occurs because of the rater rating an individual too positively. This type of error generally occurs during a performance appraisal or an interview.ExplanationA Performance appraisal and an interview are highly subjective in nature. Due to this subjectivity, ...