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What are the top performance evaluation formats for HR professionals?

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Performance evaluation is a crucial process for HR professionals to assess the strengths and weaknesses of their employees, provide feedback, and plan for future development. However, there are different formats and methods of conducting performance evaluation, each with its own advantages and disadvantages. In this article, we will explore some of the top performance evaluation formats for HR professionals and how they can be applied in different contexts and scenarios.

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Chanele Coates, aPHRI, CMS, Shrm-PMQ

Data Scientist Aspirant ?? | Organizational Development Professional ??| Change Management ??| HR Business Architect…

1 Rating scales

Rating scales are one of the most common and simple performance evaluation formats. They involve assigning a numerical or descriptive score to various aspects of an employee's performance, such as quality, quantity, accuracy, timeliness, teamwork, etc. Rating scales can be standardized across the organization or customized for specific roles or departments. The benefits of rating scales are that they are easy to administer, quantify, and compare. However, they also have some drawbacks, such as being subjective, biased, or inconsistent, depending on the raters and the criteria.

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Kevin Kasirajan

HR Professional | Strategic Human Resources | Organizational Learning & Development | SHRM Member | Lean Six Sigma Green Belt Certified | People-First |
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A quarterly performance review can help one to take transparent communication to the next level. A quarterly performance review assesses the success four times per year, providing your employee with a more consistent opportunity to turn weaknesses into strengths. As with other performance review styles, it is critical to devote as much time and energy to positives as to constructive feedback. Both encourage high levels of performance.

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2 Narrative feedback

Narrative feedback is another widely used performance evaluation format. It involves writing a detailed and descriptive summary of an employee's performance, highlighting the achievements, challenges, areas of improvement, and goals. Narrative feedback can be more comprehensive, specific, and personalized than rating scales. It can also foster a dialogue between the employee and the manager and provide constructive feedback. However, narrative feedback can also be time-consuming, difficult to standardize, and prone to errors or misinterpretations.

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3 Behaviorally anchored rating scales (BARS)

Behaviorally anchored rating scales (BARS) are a more sophisticated and objective performance evaluation format. They combine the elements of rating scales and narrative feedback by using specific behavioral examples to anchor the ratings. For example, a BARS for customer service might have a scale from 1 to 5, where 1 is "ignored or rudely responded to customer inquiries" and 5 is "actively listened and solved customer problems". BARS can provide more clarity, consistency, and accuracy than rating scales or narrative feedback. However, they also require more time and effort to develop, validate, and update.

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4 360-degree feedback

360-degree feedback is a comprehensive and holistic performance evaluation format. It involves collecting feedback from multiple sources, such as managers, peers, subordinates, customers, or external partners, on an employee's performance. 360-degree feedback can provide a more balanced, diverse, and complete picture of an employee's strengths and weaknesses. It can also enhance self-awareness, communication, and collaboration among the employees and the stakeholders. However, 360-degree feedback can also be costly, complex, and overwhelming. It requires careful planning, coordination, and follow-up to ensure its effectiveness and validity.

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Chanele Coates, aPHRI, CMS, Shrm-PMQ

Data Scientist Aspirant ?? | Organizational Development Professional ??| Change Management ??| HR Business Architect ???|Diversity, Equity & Inclusion ??| Employee Satisfaction??
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360-degree feedback is a valuable tool for human resource professionals as it provides a well-rounded assessment of an individual's performance, offering insights from various sources, including managers, peers, subordinates, and self-assessment. HR professionals can use this data to identify skill gaps, create tailored development plans, and promote self-awareness among employees. It also plays a vital role in performance appraisals, leadership development, and enhancing organizational culture. By encouraging open feedback and transparency, 360-degree feedback fosters engagement supports behavioral change, and aids in identifying trends and patterns that can inform broader talent management initiatives.

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5 Management by objectives (MBO)

Management by objectives (MBO) is a goal-oriented and participatory performance evaluation format. It involves setting specific, measurable, achievable, relevant, and time-bound (SMART) goals for each employee in alignment with the organizational objectives. The employee and the manager then monitor and evaluate the progress and outcomes of the goals periodically and adjust them as needed. MBO can foster a sense of ownership, motivation, and accountability among the employees. It can also link performance evaluation to rewards and recognition. However, MBO can also be challenging, rigid, and short-sighted. It requires clear communication, alignment, and flexibility to cope with changing situations and priorities.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Myat Soe Htun

Sr. HR Consultant
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For me KPI is recommended one for the time being. Especially, it is much applicable for the engineer, scientist, physicians, Sales & Marketing personal and HR. However, behaviourvand attitude part, it is hard to be measured via KPI. In short, it is much applicable one and going to be better if someone, like Manager, apply it without any bias.

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What are the top performance evaluation formats for HR professionals?

1

2

3

4

5

6

1 Rating scales

2 Narrative feedback

3 Behaviorally anchored rating scales (BARS)

4 360-degree feedback

5 Management by objectives (MBO)

6 Here’s what else to consider

Training & Development

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What are the top performance evaluation formats for HR professionals?

1

2

3

4

5

6

1 Rating scales

2 Narrative feedback

3 Behaviorally anchored rating scales (BARS)

4 360-degree feedback

5 Management by objectives (MBO)

6 Here’s what else to consider

Training & Development

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