Sunday, 25 March 2012

Methods Of Performance Appraisal | Techniques Of Performance Appraisal

Performance Appraisal methods what is the methods of Performance Appraisal steps in Performance Appraisal…


Performance Appraisal methods :- following are the methods of performance appraisal -

1. Graphic Rating Scale Method :- a scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait.

2. Alternation Rating method :-  as name indicates - ranking employees from best to worst on a particular trait, choosing highest, then lowest, unti; all are ranked. 

3. forced distribution method :- with this method predetermined percentages of ratees are placed in performance categories. for example - you may decide to distribute employee as follows. 
                              15 % high performer
20 % high – average performance
30 % average performance
20 % low average performance
15 % low performance

4. Paired Comparison Method :-  as name indicate comparing rating of all possible pairs of employees for each trait and find out which employee pair is better.

5. Critical incident method :-  with the critical incident method, the supervisor keeps a log of desirable or undesirable examples or incidents of each subordinate’s work related behavior. then a time supervisor and subordinates meet and discuss the latter’s performance using the specific incident as example.

6. Management by objectives (MBO) :- is a process of defining objectives within an organization so that management and employees agree to the objectives and understand what they need to do in the organization.

Management by objectives requires the manager to set specific measurable goals with each employee and then periodically discuss his or her progress toward these goal.

7. “360 degree appraisal” :-  is feedback that comes from all around an employee. "360" refers to the 360 degrees in a circle, with an individual figuratively in the centre of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders. It may be contrasted with "upward feedback," where managers are given feedback by their direct reports, or a "traditional performance appraisal," where the employees are most often reviewed only by their managers.

8. Behaviorally anchored rating scales (BARS) :- are scales used to rate performance. BARS are normally presented vertically with scale points ranging from five to nine. It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance.



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