Performance Appraisal Methods

Absolute Standard Methods

1. Essay method 2. Critical Incident Method 3. Checklist method 4. Graphic rating scale 5. Forced choice method 6. Behavior Anchored Scale Rating (BARS)

Relative Standard Methods

1. Group Order Rankings 2. Individual Paired Ranking 3. Paired Comparison

Essay method

Rater writes down the employee description in detail with number of broad categories like, overall impression of performance, promote-ability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee Adv: Useful in filing info gaps about employees that often occur in a better structured checklists Dis: Depend upon writing skills of raters/most are not good writers

Graphic Rating Scale

A form which manager simply check off the employee's level of performance. Consists of several numerical scales representing job related performances criterions such as dependability, initiative, output, attendance, attitude, etc. Each scale ranges from excellent to poor. Numerical scores are computed and final conclusions are derived. Adv: Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required Dis: Rater's biases

Checklist method

Checklists of statements of traits of employees in the form of Yes or No questions are prepared. Rater only does reporting or checking, HR department does actual evaluation Adv: Economy, ease of administration, limited training required Dis: Raters biases, use of improper weights by HR

Paired comparison

Each individual is compared to every other. Final ranking is based on number of times the individual is preferred member in a pair

Group Order Ranking

Employees are placed in a classification reflecting their relative performance such as the "top one fifth". Supervisor places employees into a particular classification- E.g "top one-fifth and second one-fifth. If a supervisor has 10 employees, only two could be in the top fifth, and two must be assigned to bottom fifth.

Individual Rankings

Employees are ranked from highest to lowest

Critical Incident Method

Manager writes down positive and negative performance behavior of employees throughout the performance period

Force Choice Method

Series of statements arranged in blocks of two or more are given and raters indicates which is true or false. Rater is forced to make a choice. Adv: Absence of personal biases because of force choice Dis: Statements may be wrongly framed

Behavior Anchored Rating Scale

Statements of effective and ineffective behavior determine the points. Rater is supposed to say which behavior describes the employee performances. Adv: Helps to over come rating errors Dis: Suffers from distortions inherent in most rating techniques