The procedures of Staff appraisal provide a standard of assessment. It should make the results more comparable. In addition, this can also reduce subjective influences on the assessment result. The process of personnel appraisal applies:
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The scale procedure, in which an assessment scale is specified for each assessment criterion. The assessor is asked to tick one of the scale values. This method is now widely used in practice assessment sheets. With a nominal scale, textual descriptions are dispensed with and the scale definition is given with individual terms, e.g. B. very good, good, satisfactory, bad.
The ranking procedure in which the employee to be assessed is compared in pairs with other employees. For each individual assessment criterion, ranking of those assessed are established. With this method, an overall assessment can be determined through the ranking positions for the assessment criteria considered.
The method of critical incidents, in which the assessor collects all incidents that were caused or influenced by the assessor over a specified period of time. Negative incidents are e.g. B. Being unpunctual, causing mistakes and being aggressive. Positive incidents are e.g. B. Successful negotiations, independence, suggestions for improvement. This method is usually used together with other methods.
Default comparison procedure
Specification comparison procedure in which each employee is given quantitatively measurable goals so that the assessment can be made in the form of percentage values. In addition, performance standards (target values) are agreed between the line manager and the employee, which form the performance measurement criterion.
Which method is used in each case depends on the requirements of practice.