Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Types of performance appraisal methods

5,306 views

Published on

In this file, you can ref useful information about types of performance appraisal methods such as types of performance appraisal methods methods, types of performance appraisal methods tips, types of performance appraisal methods forms, types of performance appraisal methods phrases … If you need more assistant for types of performance appraisal methods, please leave your comment at the end of file.

Published in: Education
  • Be the first to comment

Types of performance appraisal methods

  1. 1. Types of performance appraisal methods In this file, you can ref useful information about types of performance appraisal methods such as types of performance appraisal methods methods, types of performance appraisal methods tips, types of performance appraisal methods forms, types of performance appraisal methods phrases … If you need more assistant for types of performance appraisal methods, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting types of performance appraisal methods ================== A performance appraisal provides feedback on an employee's performance during the evaluation period. This feedback is useful to both the employee being appraised as well as the management of the organization. Several major decisions, such as promotions, wage hikes, transfers and terminations, are taken on the basis of performance appraisals. Also, allocation of organizational resources is facilitated by this. A good appraisal system ensures the communication flow is enhanced, and organizational diagnosis and development are enhanced. The types of appraisal systems are broadly classified under two heads: Individual Appraisal Systems and Multiple Person Appraisal Systems. Individual Appraisal Methods Under this classification, the employee's performance in the given period is studied. Common forms of these are Annual Confidential Reports (ACR), Essay Evaluation, Management by Objectives (MBO) and Check list methods. These forms only study the employee's strengths and weaknesses in performance. Confidential Reports is is perhaps the oldest technique. This is a report prepared by the employee's senior wherein he highlights the subordinate's strengths and weaknesses of performance in the past
  2. 2. year. The inherent flaw here is that the feedback on the report prepared is not provided to the employee for whom this has been written because every report is kept confidential. Critical Incident and Checklist Techniques In this method, the superiors study and analyze the subordinate's best and worst incidents of behavior in the past year. That is the most critical incidents are analyzed. In the Checklist Technique, the supervisor is given a paper that has a set of statements that are expressive and purposive in nature, and the answers to which are "Yes" or "No." The usual and typical questions are whether or not the performance was satisfactory and whether or not the standards were met. Multiple Persons Appraisal Methods This classification type compares the performances of all employees in a particular department. They are pitted against one another to see who has been the best performer and who has been the worst. Ranking, Paired Comparison, Forced Distribution, Performance Tests and 360-Degree Appraisal Techniques are all examples of Multiple Person Appraisal Systems. 360-Degree Appraisal Method Various stakeholders, such as the employee's immediate superior, other superiors who are not the bosses but who are in contact with the employee on a daily basis, the top management and the employee's subordinates, all provided data on his performance. All 360 degrees of the employee's working and working style are analyzed but involve the whole circle of individuals with whom the employee interacts for work. This feedback is then passed onto the employee to increase productivity. Paired Comparison Method The superior compares each individual to all the other individuals working in his team. The subordinates are all ranked on the basis of criteria and traits analyzed. The comparison system could be from the best to the worst or the worst to the best. Management by Objectives In this method, the emphasis is on tangible and measurable goals. The key result areas (KRA) and the means to attain maximum results are concentrated upon. Here, the superior lets her team know the KRAs and the results expected at the end of the year. Also, the work is delegated, and the authority responsibility relationship is defined. ==================
  3. 3. III. Performance appraisal methods 1.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group. Advantages of Ranking Method i. Employees are ranked according to their performance levels. ii. It is easier to rank the best and the worst employee. Limitations of Ranking Method i. The “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits. ii. This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee. iii. When a large number of employees are working, ranking of individuals become a difficult issue. iv. There is no systematic procedure for ranking individuals in the organization. The ranking system does not eliminate the possibility of snap judgements. 2. Rating Scale Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases
  4. 4. 3. Checklist method Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings 4. Critical Incidents Method The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment. 5. Essay Method
  5. 5. In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters. 6. Behaviorally Anchored Rating Scales statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques. III. Other topics related to Types of performance appraisal methods (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format
  6. 6. • performance appraisal templates • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles

×