ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

Practicing Career Professionalism, Part 6

Updated on February 10, 2011

SET AND MEET WORK PRIORITIES


INFORMATION SHEET No. 1

ORGANIZATIONAL KEY RESULT AREA (KRA)

The organization gives attention to fair employment practices. All employees are appraised on their job performances.

Traditional Performance Appraisal Systems

Two Techniques

  1. Job evaluation
  2. Performance Appraisal

Some Performance Appraisal System:

  1. Ranking – the oldest and simplest system of formal, systematic rating is to compare one person with all others for the purpose of placing them in a simple rank order of worth.
  2. Person - to person- comparison – certain factor, such as leadership, initiative and dependability were analyzed and a scale was designed for each factor. Personnel are compared to key persons, one factor at a time.
  3. Grading – in the grading system, categories of worth are established in advance and carefully defined. For example, there are three categories of personnel: outstanding, satisfactory and unsatisfactory. The employee will be rated O, S and U.
  4. Graphic Scales – It is an approach similar to that of the person-to-person system except that the degrees on the factor scales are represented by definition rather than by key people.
  5. Checklists – the rater does not evaluate employee performance, it is merely reported. The staff personnel department accomplishes the evaluation of the worth of reported behavior.
  6. Essay – a simple description of employee performance. The rater will compose a narrative explaining this rating.

The organization must do the following:

  1. set standards of performance
  2. identify work activities
  3. measure performance
  4. evaluate results and causes
  5. correct variances

The employee must ensure to know the following:

  1. the job itself
  2. the performance yardstick
  3. the performance appraisal
  4. the reasons for results
  5. how to improve performance

activity SHEET No. 1




ORGANIZATIONAL KEY RESULT AREA (KRA)

Objective:

  1. Identify the Performance Appraisal System in an organization.
  2. Give examples of some of the Appraisal System.

Materials:

Activity Sheet

Pen

Procedures:

  1. Divide the class into smaller group.
  2. Read Information Sheet no. 1.
  3. The group will discuss the Performance Appraisal System , they will give some examples on its used in the organization.
  4. Write the group output and compare this with the other group.
  5. The instructor will evaluate and summarized all the group output.

self - check No. 1




ORGANIZATIONAL KEY RESULT AREA (KRA)

Check your mastery of organizational key result area by completing question/task below:

1. Give the importance of performance appraisal system in the organization.

2. Identify some of the performance appraisal system.


Comments

    0 of 8192 characters used
    Post Comment

    • profile image

      ANTONNETH G. RITUMALTA 6 years ago

      giving an attention to fair employees practices.for showing that they important on you.

    • profile image

      Aizza Soriano 6 years ago

      for me imformation sheet is can be used to save imformation about imployers.

    • profile image

      Roselyn C. Tenepere 6 years ago

      ORGANIZATION KEY RESULT AREA:

      1.the organization gives attention to fair employment practices.all employees are appraised on their job performances.

      SOME PERFORMANCES APPRAISAL SYSTEM:

      1. ranking

      2. person

      3.grading

      4. graphic scales

      5. checklists

      6. essay

    • profile image

      Erwin F. Roma Cruz Address: Naguelguel, Lingayen, Pangasinan 6 years ago

      For me the performance appraisal system that must be used in employment is the person-to-person-comparison.... why? Because in a person-to-person-comparison is a better way, because you are comparing one person to another...when you compare, you can easily choose..:)

    • profile image

      Erwin F. Roma Cruz Address: Naguelguel, Lingayen, Pangasinan 6 years ago

      For me the performance appraisal system that must be used in employment is the person-to-person-comparison.... why? Because in a person-to-person-comparison is a better way, because you are comparing one person to another...when you compare, you can easily choose..:)

    • profile image

      Jasper R. Alejo 6 years ago

      performance appraisal system is a system that is use by a company by using some of performance appraisal system to choose or pick a perfect person to work in their company........ person to person...,graphic scale,,, essay.....!!!!

    • profile image

      Julius D.de Guzman 6 years ago

      Performance system is very important to you and your career so that they can't take your skills and ability in any people.

    • profile image

      orate,philmar d. 6 years ago

      performance appraisal system is a system that is use by a company by using of performance appraisal system yo choose or pick a perfect person to wokr in thier company

    Click to Rate This Article