appraisal method hrm

1. AKILANDESWARI M

2.  Performance Appraisal is the systematic
evaluation of the performance of employees and
to understand the abilities of a person for further
growth and development.
 To maintain records in order to determine
compensation packages, wage structure, salaries
raises, etc.
 To identify the strengths and weaknesses of
employees to place right men on right job.
 To maintain and assess the potential present in a
person for further growth and
 development.

3. Ranking method.
 The ranking system requires the ratter to
rank his subordinates on overall. This
consists in simply putting a man in
performance 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.

4.  This is a ranking technique where ratters are
required to allocate a certain percentage of
rates to certain categories (e.g.: superior,
above average, average) or percentiles
(e.g:top 10 percent, bottom 20 percent etc).
 The workers of outstanding merit may be
placed at top 10 percent of the scale, the rest
may be placed as 20 % good, 40 %
outstanding, 20 % fair and 10% fair.

5.  Under this method, the manager prepares
lists of statements of very effective and
ineffective behaviour of an employee.
 The manager maintains logs of each
employee, whereby he periodically records
critical incidents of the workers behaviour. At
the end of the rating period, these recorded
critical incidents are used in the evaluation of
the worker’s performance.

6.  Checklist. Checklist method is another of the
easiest methods of appraising employee's performance.
Under this method, a checklist is prepared by the HR
manager and is forwarded to the rater. The rater
analyzes the question and the employee, and based on
his views, he answers them.
 A checklist helps the manager to be objective. He can
read each statement and honestly answer whether or
not the employee's behavior fits that statement.
 Since it is a checklist only, the checklist appraisal
method doesn't allow for explanations. Sometimes
answers are more complex than either/or, or yes/no.

7.  BARS method bases evaluations
on specific behaviors required for
each individual position in an individual
company.
 Development of BARS evaluations requires an in-
depth understanding of each position’s key
tasks, along with an understanding of the full
range of behaviors displayed by individuals in
carrying out such tasks.
 the behavior is exceptional, excellent, fully
competent, or unsatisfactory. The result is a
rating scale for each task

8.  5 — Exceptional performance: Accurately completes
and submits all status change notices within an hour
of request.
 4 — Excellent performance: Verifies all status change
notice information with requesting manager before
submitting.
 3 — Fully competent performance: Completes status
change notice forms by the end of the workday.
 2 — Marginal performance: Argues when asked to
complete a status change notice.
 1 — Unsatisfactory performance: Says status change
notice forms have been submitted when they haven’t.

9.  Promotion
 Compensation
 Employees development
 Selection validation
 Communication
 Motivation.