1.
Ranking Method
It is the first and easiest formalized structured traditional method of
performance appraisal in which a single employee is contrasted to all others
with the goal of determining their relative worth. Employees are given
ratings from highest to lowest, or from best to worst.
This identifies the employee with the highest and lowest rating on the quality
that is being evaluated. Then, among the subsequent highest and lowest,
rank the next best and worst employees. Thus, if there are a total of ten
employees to be evaluated, there are going to be 10 ranks ranging from one
to ten.
2. Alternation Ranking Method:
Ranking employees from best to worst on a trait or traits is another method
for evaluating employees. Since it is usually easier to distinguish between
the worst and best employees than to rank them, an alternation ranking
method is most popular. First, list all subordinates to be rated and then cross
out the names of any not known well enough to rank.
3. Paired Comparison Method
Using this performance appraisal traditional method, every employee
contrasts every characteristic with all other employees in pairs, one at a
time. This strategy makes assessment less difficult and more straightforward
than the traditional ranking system. The number of times someone is
contrasted with another individual is recorded on paper. These numbers
produce the rank number for each pair. This approach traditionally uses a
paper-based evaluation form to assess each employee, although in more
recent years digital alternatives such as flipbooks are more common.
The findings are compiled and each person is granted a rank. The rater
considers the individual with the highest points to be the most significant
employee, while the one with no points is viewed as the one with the least
worth. This strategy is unsuitable for huge businesses.
4. Bell Curve
provides a clear picture of employee performance. It helps companies
identify the top performers to reward them and spot underperformers to
offer support or development. Think of it as a visual tool to improve decision-
making in performance appraisals.
5. Essay Method
Some would label it as the “grandfather” of performance appraisal methods,
the essay method is still a commonly used appraisal method in a variety of
business models. The essay method, sometimes known as the “free-form
method,” is a performance review system where a superior creates a written
review of the employee’s performance.
These essays are meant to describe and record an employee’s strengths and
weaknesses in job performance, identifying problem areas and creating a
plan of action to remedy them. Whether the essay is written by the appraiser
alone, or in collaboration with the appraisee, essays provide supervisors the
opportunity to assess behaviors and performance with greater complexity
and attention to detail.
There are many reasons that the essay method--which was one of the first
methods used to evaluate performance--is still effective today.
6. Graphic Rating Scale Method
The graphic scale of ratings serves as one of the most common and
traditional methods for performance appraisal. It is additionally known to be
a linear rating system. This approach uses a paper-based evaluation form to
assess each employee. The form includes features like dependability and
excellence, as well as work performance attributes ranging from poor to
excellent for each characteristic.
The rating is based on the points on the spectrum. A five-point scale is most
commonly used. The rater values each appraisee by selecting the rating that
most accurately characterizes employee performance for each of the
characteristics. Finally, all allocated characteristic scores are tallied.
7. Checklist Method
The checklist approach ranks as one of the most straightforward traditional
performance appraisal methods. Under this conventional method of
performance review, HR creates a checklist and sends it to the management.
The checklist might contain a set of questions (about employee conduct and
work performance), to which the manager must respond with a simple ‘YES’
or ‘NO’.
The management evaluates the question and the employee and responds
based on their assessment of the employee. Questions in the checklist are
assigned a number score depending on how crucial they are to work
efficiency. As a result, the appraisal grade is derived by summing the ratings
for all of these distinct elements.
