Effective Performance Appraisal System for Supermarket Cashiers

This report provides a comprehensive overview of performance appraisal methods specifically tailored for supermarket cashiers. It emphasizes the essential skills and qualities required for the role, including manual dexterity, customer service, and technological proficiency. The report highlights the importance of evaluating a cashier's effectiveness by analyzing their communication skills, job knowledge, and customer satisfaction levels. It also discusses the use of the graphic rating scale as a tool for measuring employee performance based on behavior and traits. The document includes a sample graphic rating scale with parameters such as communication, attentiveness, technology knowledge, and customer satisfaction. The report concludes with a list of references used to support the information presented.

Performance Appraisal 0
Performance Appraisal
Student’s Name

Performance Appraisal 1
Performance appraisal refers to the process of evaluating the performance to review
the abilities of a person for its future growth. For the appraisal of supermarket cashiers, the
person must possess excellent manual dexterity, friendly and courteous demeanor, focus and
the flexibility to work for long working hours. The person must effectively maintain the
registers and it must focus on achieving higher customer satisfaction (Landy, Zedeck &
Cleveland, 2017).
The cashier must have an in-depth knowledge of maintenance of the accounting
registers and must focus on writing the exact figures. It must focus on proper availability of
the merchandise and excellent knowledge of using the latest technology to update the
computer system accordingly. The organization will focus on the willingness of the employee
to do the long working hour job and the interest of the person during the holiday hours (Iqbal,
Akbar & Budhwar, 2015).
For the appraisal of the cashier, the organization will measure the effectiveness of the
person by analyzing the degree with which the cashier is listening to its customers as well as
employees. The manner in which the person is interacting with the staff and higher
management and will also focus on the timely availability of relevant information and ideas
to its management, staff, and customers. The higher management will scrutinize the
effectiveness and the understanding of the job role, techniques and methods of the job
(Pearson, 2017).
The readiness of the person towards the adoption of new technology and the ease to
handle it. The organization will focus on the attentiveness and degree of satisfaction delivered
to the customers. To measure the effectiveness of cashier the organization can use the graphic
rating method, which will provide the rating to the employee on the basis of behavior and
traits of the person (DeNisi & Murphy, 2017).

Performance Appraisal 2
Title: Supermarket cashier
Date: March 10, 2019.
Legend
1. Poor
2. Standard
3. Excellent
Graphic Rating Scale
Legend
Parameter
1. Poor 2. Standard 3. Excellent
Communication

Technology

Attentive

Knowledge

Customer
Satisfaction


Performance Appraisal 3
References
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance
management: 100 years of progress? Journal of Applied Psychology, 102(3), 421
Iqbal, M. Z., Akbar, S., & Budhwar, P. (2015). The effectiveness of performance appraisal:
An integrated framework. International Journal of Management Reviews, 17(4), 510-
533
Landy, F., Zedeck, S., & Cleveland, J. (2017). Performance measurement and theory.
London: Routledge
Pearson, T. A. (2017). Performance appraisal systems and how entry-level retail employees
describe the experience: A grounded theory study (Doctoral dissertation, Capella
University). Retrieved from:
https://search.proquest.com/openview/deab30bc6c284691bbad76193724ebef/1?pq-
origsite=gscholar&cbl=18750&diss=y