Essay Appraisal Method
This form of appraisal, also known as “Free Form
method” involves a description of the performance of
an employee by his superior. The description is an
evaluation of the performance of any individual based
on the facts and often includes examples and
evidences to support the information
Here the rater is asked to express the strong as well as
weak points of the employee’s behaviour
The rater considers the following factors :
- Job knowledge & Potential of the employee
- Employee’s understanding of the company’s
programs, policies, objectives, etc..
- Employee’s relations with co-workers & superiors
- Employee’s general planning, organizing & controlling
- Attitudes & Perceptions of the employee’s.
A major drawback of the method is the inseparability
of the bias of the evaluator.
This is relatively easy method of performance appraisal
evaluation. Under this method, the ranking of an
employee in a work group is done against that of
In this method employee’s are ranked according to
their relative levels of performance.
Here evaluator is asked to rate employees from highest
to lowest rank on some criteria.
A major drawback of the method is when a large
number of employees are working, ranking of
individuals becomes a time consuming issue.
Paired Comparison Method
Ranking becomes more reliable & easier under this
method. Each worker is compared with all other
employees in the group for every trait .
The number of decisions to be made can be
determined with the help of the formulae n(n-2).
If 5 employees to be compared, fifteen comparisons are
5(5-2) = 15
Critical Incident Method
Under this method, the manager prepares lists of
statements of every effective & ineffective behaviour of
an employee. These critical incidents or events
represent the outstanding or poor behaviour of
employees in the job.
The manager maintains a logs on each employee,
whereby he periodically records critical incidents of
At the end of the rating period, these recorded critical
incidents are used in the evaluation of the employees
Check List Method
A checklist represents, in its simplest form, a set of
objectives or descriptive statements about the
employee & his behaviour.
The checklist contains a list of statements on the basis
of which the rater describes the job performance of the
If the rater believes strongly that the employee
possesses a particular listed trait, he checks the item;
otherwise, he leaves the item blank
The following are some of the sample questions in the
checklist : Is the employee really interested in the task assigned?
Is he respected by his colleagues (co-workers)
Does he give respect to his superiors?
Does he follow instructions properly?
Does he make mistakes frequently?
Graphic Rating Scale
This is the very popular, traditional method of
performance appraisal. Under this method, core traits
of employee pertaining to his job are carefully defined
like Attitude, Knowledge of Work, Managerial Skills,
Team Work, Honesty, Regularity, Accountability,
Interpersonal relationships, Creativity and Discipline
These traits are allotted with numerical scale to
tabulate the scores gained by employee by employer
Each scale which range from high to low, from good to
poor, from most to least effective etc..
Score vary form employee to employee depending up
on his performance levels
This method is popular because it is simple and is easy
to understand and use.
Companies like DELL, Maruthi Suzuki India Ltd and
Airtel are using this graphic rating scale method to
appraise performance of their employees.
Example of Graphic Rating Scales Method
Performance Trait Excellent Good
Knowledge of Work
Forced Distribution Method
It is a rating system used by companies to evaluate their
employees. The system requires the managers to evaluate
each individual, and rank them typically into one of three
Here an employee is judged on his own accomplishments.
This is rewarding for an employee who values individual
achievements over teamwork and team-based goals.
One of the first companies to use this system was General
Electric, in 1980’s
Their business included reward for the top performers,
attempt to develop the middle category of employees
and dismiss employees whose performance is ranked
in the lowest category.