Performance Appraisal Methods: Strategies for Conducting an Appraisal Interview (Essay Sample)

Performance Appraisal
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Performance appraisal methods
There are various methods used in performance appraisal. The major appraisal methods are individual centered. To begin with, the most applied method of performance appraisal is the psychological appraisal. In this case, employee is directly assessed through various ways (Human Resource Management, 2010). They include interviews, psychological tests, discussion with supervisors and evaluation of other reviews. This type of appraisal focuses on the emotions, intelligence and motivation of the employee. Moreover, it consists of other personal characteristics which influence one's performance.
Assessment centers is another method of appraisal. It mostly engages observation of the behavior of the employees in certain approaches on how they handle certain matters within the task line. The participants in this method of appraisal are asked to participate in a given task and thus they are rated from their performance. Some of the characteristic tested in the assessment centers are persuasive ability, planning and organization ability, creativity and mental alertness (Human Resource Management, 2010).
Finally, we have the 360-degree feedback appraisal method. It involves collecting and analyzing data about the performance of employees. In most cases it involves supervisors of the employees. They review the performance of their employees who are under their supervision (Human Resource Management, 2010). Characteristics such as personal ability on interaction and performance in groups are rated.
Strategies for conducting an appraisal interview
There are key three steps in conducting an appraisal interview. The first concept is preparing for the interview. It involves obtaining the needed materials and preparing the type of questions required for the interview. Also making the interview room comfortable for the employee being interviewed. The second concept is clear communication. During appraisal interview the individual need to be engaged in thinking and thus it requires clear communication of what is being negotiated (Lloyd, 2014). From the clear communication then it is possible to appraise an employee effectively. The third concept is interviewing based on the person. In appraisal interview, it is effective to appraise one in a way that is relevant to him. Moreover, the interview should be conducted in the way the organization is run.
Reliability of appraisals
A well-conducted appraisal is very effective in determining the capability of goal achievement of an organization. The appraisals enable the organization to determine the capability of the employees in attaining the goals stated by the organization. Additionally, when one realizes that by the end of a task there is performance appraisal they work hard to impress the quality demanded by the organization. Through this mechanism, the organization can achieve its goal.
Criterion deficiency and contamination issues
Poor structuring of the appraisal program can lead to ineffective information pertaining the employees being appraised. There can arise issues of the client having given the wrong ratings through the inefficiency of criteria used. The goals of the organization will be realized that they can be attained by the employee...