Performance Appraisal

Meaning
A Performance appraisal is a process of evaluating an employees performance of a job in terms of its requirements.

Methods of Performance Appraisal

Traditional Methods
1.

Modern Methods
1.

2. 3. 4. 5.

6.

7. 8.

Straight Ranking Method Paired comparison Graphic Rating scales Free essay method Forced choice Description method Forced Distribution Method Checks lists Critical Incidents

Assessment Center Appraisal by Results or Management by Objectives

2.

3.

Human Asset Accounting Behaviorally Anchored Rating

4.

Traditional Methods

STRAIGHT RANKING METHOD

The appraiser ranks the employees from the best to the poorest on the basis of their overall performance.

It is quite useful for a comparative evaluation.

PAIRED COMPARISON
This method compares each employee with all others in the group, one at a time.

After all the comparisons on the basis of the overall comparisons, the employees are given the final rankings.

Ranking _ paired comparison Method

For the Trait Quality of work Person rated
As compared to B C A + + + C + A

For the Trait Creativity

Person rated
As compared to B C A -

+ ++

+ +

+ +

+ + +

GRAPHIC or Linear RATING SCALE

An employees quality and quantity of work is assessed in agraphic scaleindicating different degrees of a particular trait.

The factors taken into consideration include both the personal characteristics and characteristics related to the on the job performance of the employees.

For example a trait like Job Knowledge may be judged on the range of average, above average, outstanding or unsatisfactory.

Graphic Rating Scales

Attitude
0 5 10 15 20

No Careless: interest InIn work: different consiste Instructio nt ns Decisivenes complai s 5 ner 0
Slow to take decisions Take decisions after careful consideration

Intereste d in work: Accepts opinions & advice 10 of others

Takes decisions promptly

Enthusia stic about job & fellowworkers

15 20
Take decisions in consultation with others whose views he values

Enthusias tic opinions & advice sought by others

Take decisions without consultation

ESSAY APPRAISAL METHOD

Also known as"Free Form method"

Involves a description of the performance of an employee by his superior.

The description is an evaluation of the performance of any individual based on the facts and often includes examples and evidences to support the information.

A major drawback of the method is the inseparability of the bias of the evaluator.

Specimen of Staff Assessment Form [Descriptive Essay Type] Staff Appraisal

Name . . . . . . . Job Title . . . . . . . Department . . . . . . . . . . . . Date of Review . . . . . . . Age . . . . . .. . Years in present job Section I Appraisal Of Performance Note to Appraiser 1. Appraisal must cover the period of the preceding 12 months 2. Consideration to every function & responsibility of the job 3. An objective factual assessment of an employees improvement or deterioration Section II Promotability & Potential

Promotability 1. Promotion now 2. Within 2 years 3. Within 5 years 4. Unlikely to qualify for promotion Section III 3/5/12 Section IV Career Development Notes on Interview with employee

Forced choice method

Criteria Rating Most Least

1.Regularity on the job

Always regular Inform in advance for delay Never regular Remain absent Neither regular nor irregular

FORCED DISTRIBUTION
To eliminate the element of bias from the raters ratings, the evaluator is asked to distribute the employees in some fixed categories of ratings like on anormal distribution curve.

The rater chooses the appropriate fit for the categories on his own discretion.

Forced distribution method

No. of 10% 20% 40% employee s poor Below averag averag e e

20% goo d

10% Excellent

Force distribution curve

CHECKLIST METHOD
The rater is given a checklist of the descriptions of the behavior of the employees on job.

The checklist contains a list of statements on the basis of which the rater describes the on the job performance of the employees.

Critical Incident method

The evaluator rates the employee on the basis of critical events and how the employee behaved during those incidents.

The drawback of this method is that the supervisor has to note down the critical incidents and the employee behavior as and when they occur.

Critical Incident method

Ex: A fire, sudden breakdown, accident

Workers A B C D E

Reaction

scale 5 4 3 2 1

Informed the supervisor immediately Become anxious on loss of output Tried to repair the machine Complained for poor maintenance Was happy to forced test

Field review method

Performance customer Dimension Leadership Communication Interpersonal skills Decision making Technical skills Motivation ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ subordinate peers superior

FIELD REVIEW
A senior member of the HR department or a training officer discusses and interviews the supervisors to evaluate and rate their respective subordinates.

A major drawback of this method is that it is a very time consuming method.

But this method helps to reduce the superiors personal bias.

Group appraisal method

Issues in appraisal system

Formal and informal What methods? When to evaluate?

Appraisal Design

Whose performance? Who are the raters? What problems?

What to evaluate? How to solve?

Con stan chec t indu k emp ces to pe loyee rfor bette m r

Advantages

Disadvantages

Index
About Performance appraisal
Meaning

Methods / Techniques of Performance Appraisal

Traditional Modern

Issues in Performance Appraisal Advantages of Performance Appraisal Disadvantages of Performance Appraisal

Work Citation
http://appraisals.naukrihub.com/traditional-method.html http:/citehr.com/method-performance-appraisals.html http://managementstudyguide.com/performance-appraisal-tools.htm http://fao.org/

http:// info.shine.com/Career-Advice-Articles/Appraisal/Traditional-Methods-of-App Book Reference : Performance Appraisal & Compensation Management by Dewakar Goel