Each of the methods is effective for some purposes for some organizations only.
The numerical scale is prepared that represents the job evaluation criterion such as the output, initiative, attendance, attitude, dependability, etc.
Thus, each employee is given the rating based on his performance against each set criteria and then the consolidated score is computed accordingly. The rating scales are one of the easiest traditional methods of performance appraisal and can be applied to any job.
Once the checklist gets completed the rater forwards the list to the HR department for the final evaluation of the employee. Under this method, the rater is forced to answer the ready-made statements as given in the blocks of two or more, about the employees in terms of true or false. Once he is done with the list, it is forwarded to the HR department for the final assessment of the employee.
Hence, the rater is compelled to put employees on each point on the scale. It is seen that cluster of employees is placed at the highest point on a rating scale.
Under this method, the critical behavior of each employee that make a difference in the effective or non-effective performance is recorded by the supervisor and is taken into consideration while evaluating his performance. Behaviorally Anchored Rating Scale: Under this method, the performance evaluation of an employee is done by someone who does not belong to his department or is usually from the corporate office or the HR department.
The outsider reviews the performance of an employee through his records and holds interviews with the assessee and his superiors.
Performance Tests and Observations: The test either written or oral is conducted to test the knowledge and the skills of employees. Sometimes the employee is asked to demonstrate his skills in the given situation and then he is evaluated on that basis.
The confidential reports are mostly prepared by the government departments, wherein the employee is evaluated on some of the following parameters:Essay on Performance Appraisal Critique.
Introduction Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance.
Appraisal Methods Essay Method In the essay method approach, the appraiser prepares a written statement about the employee being appraised.
The statement usually concentrates on describing specific strengths and weaknesses in job performance. It also suggests courses of action to remedy the identified problem areas. The performance appraisal is the method of evaluating employee’s current and or past performance relative to his or her performance standards.
Modern Methods of performance appraisal Essay Modern Methods of performance appraisal 1. Management by Objectives (MB0) It is a process. ?Modern Methods of performance appraisal Essay.
1 -?Modern Methods of performance appraisal Essay introduction. Management by Objectives (MB0) It is a procedure where the employees and the higher-ups come together to place some ends which are common to them, the employees set their ain ends to be achieved, the benchmark is taken as the standards for mensurating their public .
Depending upon the job of employee under this method of appraisal traits like attitude, performance, regularity, accountability and sincerity etc,are rated with scale from 1 to 1 indicates negative feedback and 10 indicates positive feedback as shown below.
Performance Appraisal Methods. Methods of Performance Appraisal. Group Appraisal x. Field Review. b) Modern Methods i. Assessment Centre ii. Human Resource Accounting iii. Behaviourally Anchored • The evaluator writes a short essay on the employee’s performance on the basis of overall impression.