2. Methods
Traditional
Easy Appraisal
Straight Ranking
Paired Comparisons
Field Review
Forced Distribution
Check List
Critical Incident
Graphic Scale
Modern
Assessment Centre
Human Resource
Accounting
Behaviourally Anchored
Rating Scales (BARS)
Management by
Objectives
360 Degree Performance
management
3. Traditional Methods
Easy Appraisal – the evaluation based on the individual
facts and often evidences available. It is a non quantitative
technique.
Straight Ranking – It is simplest and oldest method.
Every employee is judged as a whole without distinguishing
the rates from his performance.
Paired Comparisons – every person is compared trait-
wise with other persons one at a time, the number of times
one person is compared with others helps to yielding rank
order of employee
4. Traditional Methods (Cont....)
Field Review – an expert from the personal department
interviews line supervisors to evaluate their respective
subordinates.
Forced Distribution – this method minimises rater’s
bias so all employees are not similarly rated. (Outstanding,
above average, average, below average, poor).
Check list – this describes the characteristics and
performance of employees behaviour in the job.
5. Traditional Methods (Cont....)
Critical Incident – the evaluator rates the employee on
the basis of critical events and how the employee behaved
during those incidents.
Graphic Scale- simplest and most popular, a rating scale
lists traits and a range of performance values for each trait.
6. Modern Methods
Assessment Centre – (USA & UK in 1943) The purpose of
this method is to test candidates in a social situation, using
a number of assessors and variety of procedures.
Human Resource Accounting – this is attached with the
money values to the value of the firm’s internal human
resources and external goodwill.
Behaviourally Anchored Rating Scales (BARS)- new
appraisal technique. Its proponents claims that it provides
better, more equitable appraisals than do the other tools.
7. Modern Methods (Cont...)
Management By Objectives – it sets the measurable
goals with each employee and then periodically discuss his
progress towards these goals.
360 degree performance management – it is
systematic collection of data on an individual or group. It is
a broader perspective of an employee.
