Project 1- Performance appraisal methods
The methods of performance appraisal are as follows
A. TRADITIONAL METHODS
Graphic rating scale: Perhaps the most commonly used method of
performance evaluation is the graphic rating scale. Under this
method, a printed form is used to evaluate the performance of an
employee. A variety of traits may be used in these types of rating
devices, the most common being the quantity and quality of work.
The rating scales can also be adapted by including traits that the
company considers important for effectiveness on the job.
Confidential report: It is mostly used in government organizations. It
is a descriptive report prepared, generally at the end of every year,
by the employee’s immediate superior. The report highlights the
strengths and weaknesses of the subordinate. It does not offer any
feedback to the appraisee. Since the report is generally not made
public and hence no feedback is available.
Ranking method: In this method, the evaluator assigns ranks to all
the employees in the same job. Employees are ranked from the best
to the poorest on the basis of overall performance. The relative
position of an employee is reflected in his numerical rank. It is time
saving and a comparative evaluation technique of appraisal.
Paired comparison method: In this method, each employee is
compared with other employees on one- on one basis only. The rater
is provided with a bunch of slips each coining pair of names, the rater
puts a tick mark against the employee whom he insiders the better of
the two.
Grading method: In this method, certain categories of worth are
established in advance and carefully defined. There can be three
categories established for employees: outstanding, satisfactory and
unsatisfactory. The employee is, then, allocated to the grade that
best describes his or her performance.
Forced choice method: Under this method, the rater is forced to
answer the ready-made statements as given in the blocks of two or
more, about the employees in terms of true or false. Once he is done
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with the list, it is forwarded to the HR department for the final
assessment of the employee.
Checklist: The basic purpose of utilizing check-list method is to ease
the evaluation burden upon the rater. In this method, a series of
statements, i.e., questions with their answers in ‘yes’ or ‘no’ are
prepared by the HR department. The check-list is then presented to
the rater to tick appropriate answers relevant to the appraisal. Each
question carries a weightage related to their importance.
Essay method: Essay method is the simplest one among various
appraisal methods available. In this method, the rater writes a
narrative description on an employee’s strengths, weaknesses, past
performance, potential and suggestions for improvement. Its positive
point is that it is simple in use. It does not require complex formats
and extensive/specific training to complete it.
Critical incident method: The critical incident method requires the
rater to record statements that describe extremely good or bad
behavior related to job performance. The statements are called
critical incidents and are usually recorded by the supervisor during
the evaluation period for each subordinate. Recorded incidents
include a brief explanation of what happened.
B. MODERN METHODS
Management by Objectives (MBO): The concept of MBO can be described
as a “process whereby the superior and subordinate managers of an
organization jointly identify its common goals, define each individual’s
major areas of responsibility in terms of results expected of him, and use
these measures as guides for operating the unit and assessing the
contribution of each its members”.
Behaviorally Anchored Rating Scales (BARS): Behaviorally Anchored Rating
Scales (BARS) are designed to bring the benefits of both qualitative and
quantitative data to the employee appraisal process. BARS compare an
individual’s performance against specific examples of behavior that are
anchored to numerical ratings.
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Assessment centers: An assessment center is a central location where the
managers may come together to participate in job related exercises
evaluated by trained observers. The principle idea is to evaluate managers
over a period of time, by observing and later evaluating their behavior.
360 degree appraisal: In 360-degree appraisal system, an employee is
appraised by his supervisor, subordinates, peers, and customers with whom
he interacts in the course of his job performance. All these appraisers
provide information or feedback on an employee by completing survey
questionnaires designed for this purpose.
Related questions-
a) Administrative assistant:
Because administrative assistant’s jobs are nearly of same pattern, graphic
rating scale as an appraisal method would be of best use, which will be a
printed form consisting of certain traits required to complete the tasks
efficiently. It also consumes less time to develop and also yields comparison
in quantitative manner
b) Chief executive officer:
Appraisal methods on CEO’s should include questionnaires that gives
quantitative as well as qualitative data. Here, Management by Objective
(MBO) or Behavioral Anchored Rating Scale could be the right appraisal
method as the CEO has some fixed objectives which are needed to be
fulfilled or completed within a certain time period
c) HR Manager:
A HR manager has different job functions at different situations. He is
related to every departments as well as employees. Therefore 360 degree
appraisal method would be the best option to go for as it involves feedback
from not only the seniors of the department but also the employees.
d) Retail store assistant manager:
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Here ranking methods can be used where each of the employee is
compared with all others according to their performances level, or in this
case, sales of the department or stores.
