What are different types of Performance Appraisals ? [PDF]

The methods of performance appraisal can be broadly classified into two categories: traditional and modern methods. Trad

3 downloads 21 Views 114KB Size

Recommend Stories


What are the different types of allergy?
Don’t grieve. Anything you lose comes round in another form. Rumi

Performance Appraisals
Suffering is a gift. In it is hidden mercy. Rumi

Different Types of Advocacy
Don't fear change. The surprise is the only way to new discoveries. Be playful! Gordana Biernat

Different Types of Advocacy
It always seems impossible until it is done. Nelson Mandela

Different types of volvulus
You're not going to master the rest of your life in one day. Just relax. Master the day. Than just keep

Different types of drama
When you talk, you are only repeating what you already know. But if you listen, you may learn something

Different types of animals
You can never cross the ocean unless you have the courage to lose sight of the shore. Andrè Gide

different types of veins
Don't watch the clock, do what it does. Keep Going. Sam Levenson

Different Types of Loans
The wound is the place where the Light enters you. Rumi

Idea Transcript


About Us | Advertise | Contact Us | Login | Register Tuesday - 13 Feb 2018

Home

Community

Q & A

Knowledge Center

Username :

Articles

Password:

Events



Blogs

Login



Vendor Directory

Management Schools

Business Forms

Most Recent

Related Articles Like an Echo, What Goes A

Archive

performance

Most Viewed

What are the different types of emp

What is 5S ?

What are the components of a standa

Focus on what you want, N

What is 720 degree appraisal ?

Performance Development P

What is ISO ?



What is TQM ?

Related Discussion

What is MBO ?

Think different!!!

What should, and should not, be inc

Measuring the Performance

What is Collective Bargaining ?

Best practices in employe

What concerns should we have when p

Evaluation Method for Per

Performance evaluation also helps build confidence as the employee has an opportunity to voice his opinions and his grievances to his superior.

Search

What is a Happy Sheet ?

Types of Interviews Performance mechanism is a method of assessing the contribution of employees at different levels of the organization during a particular period of time. This is necessary to evaluate the contribution of the employees during the past year and to provide feedback for improvement. Performance appraisal is also vital to deciding the appropriate compensation decisions. It also helps decide on promotions and helps the superior determine the appropriate training that may be necessary to enhance the employees’

Recent Discussions

Articles

Forgot Password?

What are different types of Performance Appraisals ?

Jobs



How to make Performance R

Events

There are a number of methods of performance appraisal. No single method can be considered ideal in all circumstances. The methods of performance appraisal can be broadly classified into two categories: traditional and modern methods.

Upcoming

Past

No results

Traditional methods are the relatively older methods of performance appraisal. These methods are based on studying the personal qualities of the employees. These may include knowledge, initiative, loyalty, leadership and judgment.

Poll Today, the most critical HR competency is...

The Traditional Methods are: Unstructured method: In this method, the appraisal process does not follow any specific structure. It is based on the description of the employee by the superior. The unstructured nature of this method makes this extremely subjective. Straight ranking method: In this method, the superior is asked to rate all the employees doing a specific job from best to the poorest based on a specific criterion. While it is easy to select the best and the worst employee, selection of employees who are mediocre is difficult. This model also suffers from subjectivity.



Organizational leadership



Business acumen



Relationship management



Communication







Paired comparison method: The paired comparison method involves comparing each employee with every other employee in the group. Based on the comparison a ranking system is developed. This ranking system is considered more reliable as it is based on a systematic method of comparison and evaluation. Man-to-man analysis: In this method, the performance of the employee is based on certain factors that are selected. The factors can include initiative, leadership etc. A scale is developed for each factor and each individual is evaluated according to the scale. However, there is considerable difficulty in developing a scale. Grading method: In this method, the performance of the employee are determined in advance and defined as categories. The categories can be Grade ’A’ for an outstanding performance, Grade ‘B’ for an excellent performance, ‘C’ can be for average and ‘D’ for poor etc. Checklist method: In this method a checklist consisting of objective statement is prepared such as 1. is the worker regular at work 2. does the employee command respect among his subordinates 3. Is the employee helpful to his peers Questions such as these are used in rating. The superior has to say ‘yes’ or ‘no’ to each question. The difficulty in this method lies in constructing such a checklist. Free essay methods: This method involves writing an essay by the superior on the employees’ performance. It is an open ended process and suffers from subjectivity. Some bosses may not be good in essay writing and may not be serious in their essays. Comparing two individuals on the basis of the essays on them is also not easy. Critical incidents method: This method uses critical incidents such as accidents, major lapses on the part of the employee to rate his performance. Field review method: In this method a Human resources specialist conducts the appraisal by asking a series of questions about the employee to the superior. After the session is over the specialist makes notes based on his interaction with his superiors. These notes are approved by the specialist and are placed in the employee’s file. Confidential report: This method involves preparation of a confidential report by the superior on the employee’s performance. The disadvantage of this method is the obvious subjectivity and secrecy which results in low credibility of this method. Modern Methods: Modern methods were devised to improve upon the traditional methods. Modern methods attempt to remove the shortcomings of the old methods such as subjectivity, bias etc. Some of the modern methods are: BARS (Behaviorally anchored rating scales): In this system scales are devised based on aspects of the employees’ behavior. The superior is asked to rate the performance of the employees on the basis of these scales. MBO: MBO stands for management by objectives. MBO appraisals are based on predetermined objectives which are decided and agreed upon by the superior and the employee. It is a process of goal setting and feed back. This process introduces greater objectivity in the evaluation process. The employee is aware of what is expected of him and is able to focus attention towards the goals. Psychological appraisals: These appraisals involve assessment of the intellectual abilities, emotional stability, reason and analytical skills, sociability etc. These methods can be useful when taking decisions about placement of employees, development and training. 360 degree feedback: This method enables the employee to receive feedback from his superior, his peers and his subordinates. This feedback provides information about the skills and behavior of an individual. The information is based on assessment from different angles and is more objective.

Terms & Conditions

Privacy

Sitemap

A posting is strictly the opinion/comment of its author and never the official position of CHRMGlobal.com

Copyright© 2018, CHRMGlobal.com, All Rights Reserved. Designed & Developed by WeTheDevelopers

Smile Life

When life gives you a hundred reasons to cry, show life that you have a thousand reasons to smile

Get in touch

© Copyright 2015 - 2024 PDFFOX.COM - All rights reserved.