Describe supervisory rating of subordinates, employee rating of managers, team/peer rating, self-rating, and outsider rating.

Question

What will be an ideal response?

Answer 1

Supervisory ratings of subordinates: The most widely used means of rating employees is based on the assumption that the immediate supervisor is the person most qualified to evaluate an employee's performance realistically and fairly. To help provide accurate evaluations, some supervisors keep records of employees' performance so that they can refer to these notes when rating performance. For instance, a sales manager might periodically observe a salesperson's interactions with clients and make notes so that constructive performance feedback can be provided.Employee ratings of managers: A number of organizations ask employees to rate the performance of their immediate managers. A variation of this type of rating takes place in colleges and universities, where students evaluate the teaching effectiveness of their professors.Team/peer ratings: Having employees and team members rate each other is another type of appraisal. Peer and team ratings are especially useful when supervisors don't have the opportunity to observe each employee working, but work group members do.Self-ratings: A self-appraisal can be effective in certain situations. As a self-development tool, it requires employees to think about their strengths and weaknesses and set goals for improvement. Employees working in isolation or possessing unique skills may be particularly suited for self-ratings because they are the only ones qualified to rate themselves.Outsider ratings: People outside the immediate work group may be asked to participate in performance reviews. This "field review" approach can include someone from a related department as a reviewer or completely independent reviewers from outside the organization. Examples include a review team evaluating a college president or a panel of division managers evaluating a supervisor's potential for advancement in the company. A disadvantage of this approach is that outsiders may not know the important demands within the work group or organization.