What are salesperson responsibilities when selling piece goods to a manufacture?
What Are The Limitations Of Appraisals Methods?
Appraisal method is used by the top management of firms in order to evaluate the performance of employees in that particular organization.
This method has several limitations in it. Firstly the performance appraisal method is only limited reliable and valid, then the information might be limited due to individual biases of those who are evaluating or conducting the qualitative data, the informal sampling procedures they use and the difficulty they go through while recording the information, coding it and finally analyzing it. This method also does not produce systematic and verifiable information and therefore has low credibility with the decision makers.
Finally appraisal method only produces qualitative data which might be difficult to formulate and quantify.
Management acknowledges that this appraisal system is formative and developmental and will be reviewed annually. This policy has been developed separately from those covering the summative areas of promotion, regarding, salary increases, probation, disciplinary matters and under-achievement.
Because raters do not have to choose one behavior most descriptive of an employee's performance level, the problem noted earlier regarding (BEHAVIORALLY ANCHORED RATING SCALES) does not arise. Moreover, like (BEHAVIOR OBSERVATION SCALES) is effective in directing employees' behavior because it specifies what they need to do in order to receive high performance ratings. Managers can also effectively use BOS to monitor behavior and give feedback in specific behavioral terms so that the employees know what they are doing right and which behavior needs to be corrected. Like BARS, however, a BOS instrument takes a great deal of time to develop. Moreover, a separate instrument is needed for each job (since different jobs call for different behaviors), so the method is not always practical. Developing a BOS for a particular job would not be cost-efficient unless the job had many incumbents.
This method has several limitations in it. Firstly the performance appraisal method is only limited reliable and valid, then the information might be limited due to individual biases of those who are evaluating or conducting the qualitative data, the informal sampling procedures they use and the difficulty they go through while recording the information, coding it and finally analyzing it. This method also does not produce systematic and verifiable information and therefore has low credibility with the decision makers.
Finally appraisal method only produces qualitative data which might be difficult to formulate and quantify.
Management acknowledges that this appraisal system is formative and developmental and will be reviewed annually. This policy has been developed separately from those covering the summative areas of promotion, regarding, salary increases, probation, disciplinary matters and under-achievement.
Because raters do not have to choose one behavior most descriptive of an employee's performance level, the problem noted earlier regarding (BEHAVIORALLY ANCHORED RATING SCALES) does not arise. Moreover, like (BEHAVIOR OBSERVATION SCALES) is effective in directing employees' behavior because it specifies what they need to do in order to receive high performance ratings. Managers can also effectively use BOS to monitor behavior and give feedback in specific behavioral terms so that the employees know what they are doing right and which behavior needs to be corrected. Like BARS, however, a BOS instrument takes a great deal of time to develop. Moreover, a separate instrument is needed for each job (since different jobs call for different behaviors), so the method is not always practical. Developing a BOS for a particular job would not be cost-efficient unless the job had many incumbents.
Appraisal method is used by the top management of firms in order to evaluate the performance of employees in that particular organization. The performance appraisal method consists of management by objective (MBO), 360 degree appraisal, behavioral observation scale and behaviorally anchored rating scale.
This method has several limitations in it. Firstly the performance appraisal method is only limited reliable and valid, then the information might be limited due to individual biases of those who are evaluating or conducting the qualitative data, the informal sampling procedures they use and the difficulty they go through while recording the information, coding it and finally analyzing it. This method also does not produce systematic and verifiable information and therefore has low credibility with the decision makers.
Finally appraisal method only produces qualitative data which might be difficult to formulate and quantify.
This method has several limitations in it. Firstly the performance appraisal method is only limited reliable and valid, then the information might be limited due to individual biases of those who are evaluating or conducting the qualitative data, the informal sampling procedures they use and the difficulty they go through while recording the information, coding it and finally analyzing it. This method also does not produce systematic and verifiable information and therefore has low credibility with the decision makers.
Finally appraisal method only produces qualitative data which might be difficult to formulate and quantify.
