Effective Methods of Performance Appraisal for Quality Control Workers

This memo discusses the two most effective methods of performance appraisal, rating scale and 360-degree feedback, for quality control workers. It explains how these methods align with the eight key points of performance appraisal, including inclusion of both positivity and negativity, entries with date, observations, specificity, unbiased language, no generalization, determination of trend and pattern, and consistency. The memo concludes that these methods will help in effectively judging the performance of the employees without any biases, which will further help to improve their performance in quality control.

Running head: MANAGING PEOPLE AND CHANGE
Managing people and change
Name of the student
Name of the university
Author note

1MANAGING PEOPLE AND CHANGE
Memo
To: Peter Gomes, HR, Zespri
From: Henry Samuels, HR consultant
Date: 13/02/2018
Subject: Recommendation regarding best policy of performance appraisal
Dear Sir,
Introduction
It is to notify you that various methods of performance appraisal are being analyzed and
two modes are being selected as the most effective ones. This memo will brief you about the
details and steps of the selected modes of performance appraisal for the workers in the quality
control department (Aggarwal & Thakur, 2013). It is expected that, implementation of this
method will assist you in determining the effectiveness of the workers in this department.
Selected methods of performance appraisal
Rating scale and 360o feedback are the two selected methods of performance appraisal.
These two methods are being selected due to the reason that these methods are complying with
all the eight points or elements of performance appraisal (Bracken & Church, 2013). The
following sections will discuss about the alignment of these two methods with the eight key
points of performance appraisal.

2MANAGING PEOPLE AND CHANGE
Inclusion of both positivity and negativity
It is important to include both the positive and negative traits of the employees for
performance appraisal. Both 360o feedback and rating scale will help in identifying the feedback
regarding a particular employee from his peers and others colleagues (Espinilla et al., 2013).
This will include both positive and negative response.
Entries with date
It is important to entry the incidents of the employees with proper date in order to identify
and determine the trend. In the case of 360o feedback and rating scale, all the entries should be
well dated.
Observations
Responses to be gathered for 360o feedback and ratings will be added as observations
rather than the assumptions (Salleh et al., 2013). This will help in effectively determining the
perception of the colleagues regarding a particular worker.
Specific
All the entries should be made specifically without using any jargons or broad meanings.
This will further help in providing the rating to the employees.
Using biased language
It is highly recommended that, language should be unbiased regardless of any positive or
negative attitude of the employees (Cheng, 2014). This will help in having accurate ratings and
feedback for them.

3MANAGING PEOPLE AND CHANGE
Generalization
Feedback being gathered should not be generalized. Then this will dilute the specific
feedback provide by the peers. Ratings and appraisal should be done in accordance to the exact
feedback gathered.
Determination of the trend and pattern
One of the reasons to choose 360o feedback and rating scale is to determine the trend of
the activities of the employees (Farndale & Kelliher, 2013). It is to be seen that, the feedback
being gathered is going towards more positive or negative way. Appraisal should be done
accordingly.
Consistency
Al the criteria should be same for all the employees. In the case of the 360o feedback and
rating scale, feedback should be gathered in terms of same criteria. This will enable to judge the
effectiveness of one particular employee over others.
Conclusion
Thus, 360o feedback and rating scale will be most accurate and effective tools of
performance appraisal. It will help in effectively judging the performance of the employees
without any biases, which will further help to improve their performance in quality control.

4MANAGING PEOPLE AND CHANGE
Reference
Aggarwal, A., & Thakur, G. S. M. (2013). Techniques of performance appraisal-a review.
International Journal of Engineering and Advanced Technology (IJEAT), 2(3), 617-621.
Bracken, D. W., & Church, A. H. (2013). The" new" performance management paradigm:
capitalizing on the unrealized potential of 360 degree feedback. People and Strategy,
36(2), 34.
Cheng, S. Y. (2014). The mediating role of organizational justice on the relationship between
administrative performance appraisal practices and organizational commitment. The
International Journal of Human Resource Management, 25(8), 1131-1148.
Espinilla, M., de Andrés, R., Martínez, F. J., & Martínez, L. (2013). A 360-degree performance
appraisal model dealing with heterogeneous information and dependent criteria.
Information Sciences, 222, 459-471.
Farndale, E., & Kelliher, C. (2013). Implementing performance appraisal: Exploring the
employee experience. Human Resource Management, 52(6), 879-897.
Salleh, M., Amin, A., Muda, S., & Halim, M. A. S. A. (2013). Fairness of performance appraisal
and organizational commitment. Asian Social Science, 9(2), 121.