There are a number of performance appraisal systems which various organizations utilize for various occupations. Rating scales are the most prevalent form of performance evaluations in many job types in addition to check list formats. In some workplaces with highly trained human resource managers, they may utilize some more intricate techniques specific to certain career types or job functions. .
No matter what performance appraisal system is utilized for the rating, each offers both positive and negative aspects. These rating systems are designed to help mold good employees into better employees and also to document the poor performance of a bad employee should the need arise to discipline or terminate that employee for cause. Additionally, the appraisals can also be tied to incentives such as pay raises, promotions or increased benefits to help motivate employee enthusiasm and loyalty.
Per the text Human Resource Management (2013), the authors' state some of the advantages and disadvantages of various performance evaluation techniques in Chapter 9, Exhibit 9-13 (p.275) as follows (marks of positive [+] and negative [-] have been added.
As previously stated, each of these techniques has positive and negative characteristics. Some organizations also may develop their own performance appraisals with a combination of some of the aforementioned techniques. The question of whether or not a system works truly depends upon the quality of the rater, not the system used. As stated in the paragraph preceding Exhibit 9-13 in the aforementioned text, the authors write: .
"Untrained raters or raters who have little talent or motivation to evaluate well can destroy or hamper any evaluation technique. The rater is more critical than the technique in developing effective evaluation systems" (Ivancevich & Konopaske, 2013, p.275).
Essentially, a good rater will develop a good rating system that benefits the employee and the organization and vice versa for a poorly skilled rater.