Name and briefly explain five things a supervisor can do to

Name and briefly explain five things a supervisor can do to overcome barriers in order to implement effective appraisals?

Solution

Systematic performance appraisal is a measurement process and as such must be reliable, which means that it must be accurate and consistent. Two main obstacles come in the way of reliable appraisal system: technical characteristics of the system itself, and the abilities of the appraiser to exercise objective judgment and apply the tools provided.

Taking appropriate actions in this direction may reduce the impact of these obstacles if not altogether eliminate them. Following measures may be taken:

1. The reliability of a rating system can be obtained by comparing the rating of two individuals for the same person. It can also be obtained by comparing the supervisor\'s rating given now to another rating in future. Moreover, the degree of reliability in an appraisal system cannot be as high as psychological test; it is essentially an attempt to objectify an estimate and it deals with more intangible subjects. Thus, one should go for satisfactory level of reliability only.

2. The appraisal system can be designed to help in minimising undesirable effects. The system should focus on objective analysis of performance in terms of specific events, accomplishments of failures. The raters may be required their rates through as much continuous and close personal observation as possible.

3. The ratings must be made by the immediate superiors, however, a staff department can assume the responsibility of monitoring the system. Though the staff department cannot change any ratings, it can point out inconsistencies to the rater, such as harshness, leniency, central tendency, and so on.

4. The rating should be reviewed with the ratee. This process helps rather in several ways. It helps him to know where he stands, what he is expected to do, what are his strengths and weaknesses, and what future actions he should take. This not only puts subordinates in a position to improve performance, he also minimises his resistance to appraisal if a proper atmosphere has been created.

5. The most important factor for effective appraisal system is the supportive management philosophy. Without an appropriate basic philosophy to generate the continuous support of all the managers, appraisal system cannot succeed. The philosophy must pervade the organisation with good examples from top management. Goal oriented climate, communications and the conduct of business among employees favours the development of effective performance appraisal methods.