As a manager, what do you think is the best appraisal technique that will guarantee fair feedback and evaluation of employees?

The top 10 performance appraisal methods based on the above-mentioned criteria are listed below:

1.        Assessment Centre Method. ...

2.        Behaviourally Anchored Rating Scale. ...

3.        Critical Incident Technique. ...

4.        Essay Evaluation. ...

5.        Human Asset Accounting Method. ...

6.        Management By Objective. ...

7.        Paired Comparison Method. ...

8.        Rating Scale.

Performance appraisals are considered to be an essential aspect of career development and typically occur at regular times throughout the year, or on an annual basis, as determined by the employer.

Usually, performance appraisals are performed using some type of objective measure (although the measures themselves may still be dictated using subjective means within an objective, standardized format) and are designed, theoretically, to assess an individual employee's productivity and job performance. In addition to the employee's productivity at their specific job, they are also typically reviewed in relation to their ability to operate as a team, fit into the organizational culture, assess their own strengths and weaknesses, establish expectations for job performance in the future, and identify future potential within the business. When possible, there are several types of reviews that may be considered in determining a performance appraisal: judgmental evaluations that use varying levels of subjective assessment, personnel issues (as typically identified by Human Resources or direct supervisors), peer reviews, objective production (such as the number of cars sold, or number of objects produced), and more.

thru work performance and monitoring

Recognition is the best appraisal based on KPI evaluation through the system. This will lead to a healthy competetion.

Quaterly appraisal emphasizing on his/her KPI, rather than doing the annually. By this, we can indentify the areas of improvement for better productivity of the employee, department and company. 

Provide KPI then there must be ranking and rating based on their performance at the end of month/quarter/year.

simply fair KPI measurable for all staff

 

 

Daily, weekly, and monthly progress reports help you know who is being productive, in what tasks they are more productive, how they manage their time, their priorities, etc. This is where you are able to make a change, improve, and mold an employee to be more productive. Also makes it easy to know when someone hasent been doing their work, but those have repercussions of their own.   

Be through the differences of organizational evidence of the position with the output of the position holder

System based appraisals and KPI evaluation. Your KPI must be sytematic and should not be graded by any manager. They should be calculated by systematic procedures. 

* Set clear expectations. Provide them on the first day of employment. * Provide feedback all year. Create a culture where performance discussions are a regular part of the work day and review meetings are held at frequent intervals such as monthly. * Ask first, tell later. Begin a performance discussion by asking the employee to rate their performance.Have them provide examples of where they have met and exceeded the expectations. * Do not complete the form until you have the discussions. Do monitor performance all year and have examples ready to discuss. * Guarantee no surprises at the annual meeting. If you are waiting for annual meeting to discuss performance, you lost your chance to be effective