NL&C's Performance Appraisal

According to Gary Dessler, "Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards." (Dessler, 2005) Many managers assume the employees know what their duties are and don't bother listing specific duties to the employees. Employees need to be evaluated to see if they are accomplishing the company's goals. If not, the company will suffer and not continue to grow.

There are four existing performance appraisal tools that include: graphic rating scale method, alternation ranking method, paired comparison method, and critical incident method. Let's start with the first one which is the graphic rating scale method. If NL&C uses this method I believe they should be appraising the duties of the job. That is, are the employees performing their job duties to the fullest or are they slacking in certain areas of their job. The next appraisal tool is the alternation ranking method which ranks your best employees to the worst employees. You rate these people on their ability to meet the job requirements. Start off by filling in the highest level employee then fill in the lowest employee. After the first two have been determined, you rotate choosing high and low employees until you have placed everyone accordingly. The paired comparison method is very concise in that it compares every trait to all the other employees. NL&C would have to gather all of its employees and place in them in a certain group. Then NL&C would compare each of the employee's qualities against each other. The last tool is the critical incident method which keeps track of the employee's accomplishments and unfortunate failures. When it's time for the appraisal, the manager has concrete evidence to base the employees rating for the past 6 months.