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Performance appraisal methods

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Performance appraisal methods

  1. 1. Performance Appraisal MethodsCategorized as Past Oriented MethodsFuture Oriented MethodsPast Oriented Methods consists of: Rating Scales Checklists Forced Choice Method Forced Distribution MethodCritical Incidents Method Behaviorally Anchored Scales Confidential Records Performance tests and Observation
  2. 2. Performance Appraisal Methods Cont..Rating ScalesConsists of numerical scale which represents performance criteria like dependability,initiative, output, attendance, attitude, cooperation which can be rated from excellentto poorChecklistsSimilar to questionnaires, checklists consists of statements based on the traits of theemployee and his job, which is prepared into two columns - ‘Yes’ and ‘No’Total score depends on the no: of ‘Yes’Sometimes points are being assigned to ‘Yes’ and ‘No’; which is called weighedchecklistForced Choice MethodHere rater is expected to select a given statement that describe the ratee and actualassessment is done by HR department
  3. 3. Performance Appraisal Methods Cont..Forced Distribution MethodHere the rater distributes the employee performance on a normal distribution curveEmployee performance are being rated as excellent, good, average, below average,unsatisfactoryCritical Incidents MethodMethod of assessment of employee based on some critical incidents which mighthappen regularly are recorded by superiorsBehaviorally Anchored ScalesHere the employee behavior at work are assessed on scales which is rated asextremely good, slightly good, Neither poor nor good, slightly poor, poor, extremelypoorConfidential RecordsApplicable in assessing Government employees performance considering theirattendance, self expression ability to do work, leadership, initiative, Job knowledge,reasoning ability, judgment, integrity, responsibility on a four point scale ( Excellent,Good, Fair, Poor)
  4. 4. Performance Appraisal Methods Cont..Future Oriented Methods consists of: Management by Objectives Psychological Appraisals Assessment Centers 360 Degree system of Appraisal Rating Committees Self Appraisal
  5. 5. Performance Appraisal Methods Cont..Management by ObjectivesPsychological AppraisalsApplicable to large organization, where full time industrial psychologists are availableAppraisal consists of in-depth interviews, psychological tests, discussion withsupervisors, review of other evaluationPsychologists assess employees intellectual, emotional, motivational and work relatedcharacteristicsAssessment CentersUsed for evaluating executive potentialReferred as a central location where managers may come together to have participation injob related exercises evaluated by trained observers
  6. 6. Performance Appraisal Methods Cont..360 Degree system of AppraisalDefined as the process of assessing the performance of employees by utilizing the serviceof superiors, peers, self and customers/suppliersDeveloped by General ElectricPracticed in Reliance Industries, Crompton Greaves, Godrej soaps, Wipro, InfosysRating CommitteesRepresents a group consists of immediate supervisor and three or four supervisors whichhave regular contact with the employeeSelf AppraisalProcess of evaluating performance of employees by himself/herselfPracticed in ITI (Indian Telephone Industries), Texas Instruments
  7. 7. Performance Appraisal Methods Cont..360 Degree system of AppraisalDefined as the process of assessing the performance of employees by utilizing the serviceof superiors, peers, self and customers/suppliersDeveloped by General ElectricPracticed in Reliance Industries, Crompton Greaves, Godrej soaps, Wipro, InfosysRating CommitteesRepresents a group consists of immediate supervisor and three or four supervisors whichhave regular contact with the employeeSelf AppraisalProcess of evaluating performance of employees by himself/herselfPracticed in ITI (Indian Telephone Industries), Texas Instruments

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  • Najib_TSzivan

    Nov. 2, 2016
  • vivekvp2

    Nov. 30, 2016
  • pappu9955

    Jul. 23, 2018
  • TazmeenKhan1

    Jul. 10, 2021

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