Various methods of performance appraisal

In this file, you can ref useful information about various methods of performance appraisal such
as various methods of performance appraisal methods, various methods of performance appraisal
tips, various methods of performance appraisal forms, various methods of performance appraisal
phrases If you need more assistant for various methods of performance appraisal, please leave
your comment at the end of file.
Other useful material for you:
performanceappraisal123.com/1125-free-performance-review-phrases
performanceappraisal123.com/free-28-performance-appraisal-forms
performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal

I. Contents of getting various methods of performance

appraisal
==================
Want to know the right way to motivate employees? Begin by choosing the right performance
appraisal method to judge where the scope for improvement exists within your organization.
Different Methods of Performance Evaluation
Performance Evaluation Techniques Performance appraisal is a critical management tool to
evaluate the performance of employees and their contribution to achieving the organizations
goals. Different companies employ different performance appraisal methods to assess individual
performance. Each method has its own pros and cons because performance cannot be objectively
quantified 100% accurate in each and every case. Therefore, some amount of subjectivity gets
introduced into each method.
Management by Objectives (MBO)
One of the most contemporary and widely accepted approaches that is used in place of
conventional performance appraisal techniques is MBO. This is a more involved process that
begins from goal setting and ends with evaluation of the results and measurement of deviations
from the goals. It involves constant engagement with employees aiming to enhance their
performance through constant monitoring and correcting deviations along the way. The emphasis
here is on not just assessing the performance, but also providing regular and specific feedback to

the employee so that he gets an opportunity to improve his performance by addressing the
specific issues of concern. A large number of organizations are adopting this method of
performance appraisal because of its more comprehensive approach.
Critical Incident Method
The manager or the supervisor evaluates performance on the basis of certain specific incidents
or behavioral actions, whether positive or negative, within a given period of time. The appraiser
keeps a note of such specific incidents throughout the evaluation period and makes a final
assessment at the end.
Graphic Ratings Method
This is one of the traditional ways to appraise an employees performance. The manager keeps
a ratings form where the employees behavior and actions are rated on certain specific
parameters outlined in the form. Based on these ratings a final appraisal is prepared by the
manager.
Weighted Checklist Method
In this case, the manager who is intimately familiar with the jobs under evaluation prepares a
comprehensive checklist of what constitutes an effective or ineffective behavior on the job. Each
item on the checklist has a different weightage depending on its significance and impact on the
companys goals. This helps to achieve a more objective and quantified appraisal of individual
performance.
Performance Ranking Method
In this method, each employees performance is not evaluated in isolation, but in comparison
to other employees. The performance is ranked for the entire group of employees from best
performer to the worst performer. In this case, the appraiser compares individual performances to
determine the benchmarks of performance, and then rates each individual based on those
benchmarks.
360 Degree Performance Appraisal
The 360 degree performance appraisal method employs multiple approaches to evaluate
individual performance. The manager makes assessment of an employee based on certain
parameters and also makes comparisons between performances of different employees. This
method also includes confidential feedback of employees and supervisors. Subsequently, all the

data is put together and analyzed to have a comprehensive performance evaluation of an

employee.
==================

III. Performance appraisal methods

1. 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.

2. 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.

3. 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 Raters biases

4. 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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. Critical Incidents Method

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.

III. Other topics related to Various methods of performance

appraisal (pdf, doc file 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
performance appraisal system
performance appraisal answers
performance appraisal questions
performance appraisal techniques
performance appraisal format
performance appraisal templates
performance appraisal questionnaire
performance appraisal software
performance appraisal tools
performance appraisal interview
performance appraisal phrases examples
performance appraisal objectives
performance appraisal policy
performance appraisal letter
performance appraisal types

performance appraisal quotes

performance appraisal articles