Performance Appraisal Methods and Employee Onboarding

This document discusses various performance appraisal methods such as Management By Objective, Behaviorally Anchored Rating Scale, Forced Choice Method, and Graphics or Mixed Scales. It also covers the process and best practices for employee onboarding, as well as the use and alternatives to performance reviews. The document provides insights into improving employee performance and creating a positive work environment.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student:
Name of the organization:
Name of the Author:

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HUMAN RESOURCE MANAGEMENT
Table of Contents
Part 3: performance Appraisal.............................................................................................3
Part 4:...................................................................................................................................6
Onboarding of new employee..........................................................................................6
Process followed for onboarding.................................................................................6
Best practices for employee onboarding......................................................................6
Performance reviews.......................................................................................................6
Use of performance review..........................................................................................6
Effectively using performance review.........................................................................7
Using alternative strategy............................................................................................7
Reference List......................................................................................................................8

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Part 3: performance Appraisal
Methods to be used Reasons for choosing the various methods
1) Management By Objective  In this particular method the manager
of the company plays a key role. The
manager of the company identifies the
individual objectives which needs to
be achieved by the employees of the
company as well as the objective of
the company is also pointed out by the
manager.
 This appraisal method costs very less
than other methods and also takes very
less to implement. This is the reason
this method is preferred over the
various other methods (Harrington &
Lee,2015).
2) Behaviorally Anchored Rating Scale
(BARS)
 This method is followed by various
companies because it is a combination
of the old essay method and the newer
method of rating scale. This method
ensure that the precise result is
received by the company

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(Kampkötter,2017).
 This method basically assess the
performance and the behavior of an
employee which ensures that the
company keeps track of the behavior
of an employee in the workplace.
Calculating the overall performance of
an employee along with the behavior
of an employee makes it easy for the
company to provide appraisal to the
employee.
3) Forced Choice Method  This method is based on the positive
and negative statements about the
employee. This method is very easy to
implement since it takes only brief
assessment of the employee. The
company can easily gather the positive
and negative characteristic of an
employee which will be showing
whether the employee is able to
complete a task by himself without
any help on not (Iqbal et al.,2013).
 This process also helps the

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organization in assessing whether an
employee is reliable to handle certain
tasks and depending on this the
appraisal of the employee is conducted
4) Graphics or Mixed Scales  This method rates employees on a
scale of 1-5 which makes it easy for
the company to rate the employee on
their performances over the year. This
process is very less time consuming
and very effective in rating the
employees (Dusterhoff,Cunningham
& MacGregor,2014).
 This method also ensures that the
company need not to use more
manpower for conducting the
appraisal process. This process also
helps the company to keep a track of
the duties which has been performed
by an employee over the years and
their credibility can be calculated.

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Part 4:
Onboarding of new employee
Process followed for onboarding
Announcing formal hire during the onboarding process is considered to be most effective.
The initial announcement of the formal hire prior to onboarding process gives the new
employees a clear idea about the company and its goals and visions. The new employee gets a
clear idea of the culture of the company which helps his to get easily accustomed to the
environment of the workplace.
Best practices for employee onboarding
The following two are the best process which can be followed for employee onboarding:
 The message and the goals must be aligned together: the impression about the
company which is attained by the employee during the hiring process must be made sure
by the company that the goals and visions of the company are aligned together.
 Conducting a positive first day: a positive first day of the employee helps in making
sure that they thrive and prosper in the workplace of the company.
Performance reviews
Use of performance review
Performance review has never been an effective tool in improving the performance of an
employee. There is practically no need to implement performance review for the betterment of
the employee (Hodge,2018). The implementation of performance reviews causes a negative
impact among the employees in the workplace. Replacing performance review with other
process must be followed by companies.

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Effectively using performance review
A yearly performance review of an employee helps the employee to understand their
performance and increase their productivity. This will be helping the company to improve its
statistics. The manager of the company gets a clear idea about the performance of the employee
following this process. The company also gets to know the main motivational factors of the
employee which drives them to perform better than others (Dormann et al.,2013).
Using alternative strategy
There a lot of strategies which can be applied over the performance review which will
help in improving the overall performance of an employee and will provide a detailed report of
the employee to the company. One-on-one check in with the employee by the manager of a
company is considered to be a very effective method which can be followed over the
performance review.

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Reference List
Dormann, C. F., Elith, J., Bacher, S., Buchmann, C., Carl, G., Carré, G., ... & Münkemüller, T.
(2013). Collinearity: a review of methods to deal with it and a simulation study
evaluating their performance. Ecography, 36(1), 27-46.
Dusterhoff, C., Cunningham, J. B., & MacGregor, J. N. (2014). The effects of performance
rating, leader–member exchange, perceived utility, and organizational justice on
performance appraisal satisfaction: Applying a moral judgment perspective. Journal of
business ethics, 119(2), 265-273.
Harrington, J. R., & Lee, J. H. (2015). What drives perceived fairness of performance appraisal?
Exploring the effects of psychological contract fulfillment on employees’ perceived
fairness of performance appraisal in US federal agencies. Public Personnel
Management, 44(2), 214-238.
Hodge, G. (2018). Privatization: An international review of performance. Routledge.
Iqbal, N., Ahmad, N., Haider, Z., Batool, Y., & Ul-ain, Q. (2013). Impact of performance
appraisal on employee’s performance involving the moderating role of motivation. Oman
Chapter of Arabian Journal of Business and Management Review, 34(981), 1-20.
Kampkötter, P. (2017). Performance appraisals and job satisfaction. The International Journal of
Human Resource Management, 28(5), 750-774.