Traditional and Modern Methods with example Article shared by: Traditional and Modern Methods! Each method of performance appraisal has its strengths and weaknesses may be suitable for one organisation and non-suitable for another one.
Each of the methods is effective for some purposes for some organizations only. None should be dismissed or accepted as appropriate except as they relate to the particular needs of the organization or an employee. Broadly all methods of appraisals can be divided into two different categories.
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. 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 3.
The series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false. The rater is forced to make a choice.
HR department does actual assessment. Advantages — Absence of personal biases because of forced choice.
Disadvantages — Statements may be wrongly framed. Rater is compelled to distribute the employees on all points on the scale. It is assumed that the performance is conformed to normal distribution.
Advantages — Eliminates Disadvantages — Assumption of normal distribution, unrealistic, errors of central tendency. 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.
Behaviorally Anchored Rating Scales: 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. Advantages — Useful for managerial level promotions, when comparable information is needed, Disadvantages — Outsider is generally not familiar with employees work environment, Observation of actual behaviors not possible.
This is based on the test of knowledge or skills.
The tests may be written or an actual presentation of skills. Tests must be reliable and validated to be useful. Advantage — Tests may be apt to measure potential more than actual performance. Disadvantages — Tests may suffer if costs of test development or administration are high.
Mostly used by government departments, however its application in industry is not ruled out. Here the report is given in the form of Annual Confidentiality Report ACR and may record ratings with respect to following items; attendance, self expression, team work, leadership, initiative, technical ability, reasoning ability, originality and resourcefulness etc.A performance appraisal can be an important process for the employee and the manager.
|Performance Appraisal Methods||Job Results Though not an appraisal method per se, job results are in themselves a source of data that can be used to appraise performance. This standard can be absolute or relative to the performance of others.|
By understanding and using basic performance appraisal techniques, . INTERNATIONAL JOURNAL OF SCHOLARLY ACADEMIC INTELLECTUAL DIVERSITY VOLUME 14, NUMBER 1, 1 Performance Appraisal: Methods and Rating Errors. Nov 01, · Management by objectives (MBO) performance appraisal methods are used by management to align employees to its company-wide goals.
This requires the organization to establish quantifiable goals for the overall business and departments, and then assign goals to specific employees. Performance appraisal methods are important for startups & SMEs. This article lists top 10 performance appraisal methods for your organisation.
methods and forms Identify and briefly discuss available options for the rater/evaluator Briefly discuss the value and the drawbacks of a ° evaluation Identify some of the common problems with the performance appraisal process.
In comparison to other types of performance appraisal methods: MBO is less time-consuming than ° feedback. The streamlined approach is often suited to small companies whereas ° feedback requires several interviews in order to gain an assessment of one individual.