The document discusses various methods of performance appraisal, highlighting common issues such as lack of ownership, the difficulty in delivering negative feedback, and the adverse impact of negative reviews on careers. It outlines different appraisal methods including ranking, rating scales, checklist, critical incidents, essay method, and behaviorally anchored rating scales, noting their advantages and disadvantages. Additionally, it includes links to resources and tools related to performance appraisals.

1. Performance appraisal cartoons
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I. Contents of getting performance appraisal cartoons
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There are several reasons performance appraisal doesn’t work as well as it might:
No Ownership. Too often, neither the manager nor the individual has any sense of ownership.
They weren’t involved in the design or administration of the system. They frequently are not
trained to use it effectively. Finally, human resources rarely asks about their reactions to and
opinions of the system (and ignores any suggestions they make to improve it).
Bad News. Managers don’t like to deliver negative messages to people with whom they must
work, and whom they often like on a personal basis. Employees don’t like to be told that they are
not quite as good as they think they are. Negative messages generate defensive reactions and
promote hostility, rather than serve as useful performance feedback.
Adverse Impact. Both managers and employees know that bad reviews adversely impact a
person’s career. Managers are conscious of the permanence of the paper trail that follows formal
appraisal and are often hesitant to commit negative feedback to writing.
Scarce Rewards. The organization usually offers few formal rewards for taking the process
seriously and probably no informal rewards. On the other hand, there may be many informal
rewards for not delivering unpopular messages. Personal Reflection. Managers hesitate to give
unfavorable appraisals for fear that the appearance of unsatisfactory work by a subordinate will
reflect badly on the manager’s ability to select and develop subordinates. Lack of candor in
evaluation is a way of hiding one’s dirty laundry. EEO Terror. Managers fear that if they give an

2. honest but unsatisfactory appraisal to a black or handicapped employee, they’ll be hauled off to
court for discrimination.
Although it’s easy to poke fun at performance appraisal (and the way performance appraisal is
carried out by many managers and many organizations makes it a worthy candidate for Dilbert
lampoons), performance appraisal performs a function of enormous value to an organization and
to all of its members. Performance appraisal answers the questions that everyone in an
organization genuinely asks: Boss, how am I doing? Is my work satisfactory? Do I have a bright
future here?
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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.

3. 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
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

4. 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
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.

5. III. Other topics related to Performance appraisal cartoons (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
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