i want to know various performance appraisal methods..... other then 360 degree appraisal method...:)
From India, Delhi
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1From India, Delhi
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Hi Priyanka,
Performance Appraisal:
People differ in their abilities and aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of employees are necessary to understand each employee's abilities, competencies, and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance.
Performance appraisals are widely used in society. The history of performance appraisal can be dated back to the 20th century and then to the Second World War when merit rating was used for the first time. An employer evaluating their employees is a very old concept. Performance appraisals are an indispensable part of performance measurement.
Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims.
The latest mantra being followed by organizations across the world is - "get paid according to what you contribute" - the focus of organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution toward the organizational goals. If the process of performance appraisals is formal and properly structured, it helps the employees to clearly understand their roles and responsibilities and gives direction to the individual's performance. It helps to align the individual performances with the organizational goals and also review their performance.
Performance appraisal takes into account the past performance of the employees and focuses on improving the future performance of the employees. Here at Naukrihub, we attempt to provide insight into the concept of performance appraisal, the methods and approaches of performance appraisal, sample performance appraisal forms, and the appraisal software available, etc. An attempt has been made to study the current global trends in performance appraisal.
Once a year, every company gives the appraisal and HR needs to give a Self-Appraisal form to employees. HR needs to conduct a meeting to review performance.
Performance Appraisal Methods:
1. Critical incident method
The critical incidents for performance appraisal is a method in which the manager writes down positive and negative performance behavior of employees throughout the performance period.
2. Weighted checklist
This method describes a performance appraisal method where raters familiar with the jobs being evaluated prepared a large list of descriptive statements about effective and ineffective behavior on jobs.
3. Paired comparison analysis
Paired comparison analysis is a good way of weighing up the relative importance of options. A range of plausible options is listed. Each option is compared against each of the other options. The results are tallied, and the option with the highest score is the preferred option.
4. Graphic rating scales
The Rating Scale is a form on which the manager simply checks off the employee's level of performance. This is the oldest and most widely used method for performance appraisal.
5. Essay Evaluation
This method asks managers/supervisors to describe strengths and weaknesses of an employee's behavior. Essay evaluation is a non-quantitative technique. This method is usually used with the graphic rating scale method.
6. Behaviorally anchored rating scales
This method is used to describe a performance rating that focuses on specific behaviors or sets as indicators of effective or ineffective performance. It is a combination of the rating scale and critical incident techniques of employee performance evaluation.
7. Performance ranking method
Ranking is a performance appraisal method that is used to evaluate employee performance from best to worst. Managers will compare an employee to another employee, rather than comparing each one to a standard measurement.
8. Management By Objectives (MBO)
MBO is a process in which managers/employees set objectives for the employee, periodically evaluate the performance, and reward according to the result. MBO focuses attention on what must be accomplished (goals) rather than how it is to be accomplished (methods).
9. 360-degree performance appraisal
360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.
10. Forced ranking (forced distribution)
Forced ranking is a method of performance appraisal to rank employees but in order of forced distribution. For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom.
11. Behavioral Observation Scales
Behavioral Observation Scales are frequency ratings of critical incidents that a worker has performed. Most companies or organizations follow 360-degree performance appraisal.
Hope this will be helpful to you.
From India, Hyderabad
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Performance Appraisal:
People differ in their abilities and aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of employees are necessary to understand each employee's abilities, competencies, and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance.
Performance appraisals are widely used in society. The history of performance appraisal can be dated back to the 20th century and then to the Second World War when merit rating was used for the first time. An employer evaluating their employees is a very old concept. Performance appraisals are an indispensable part of performance measurement.
Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims.
The latest mantra being followed by organizations across the world is - "get paid according to what you contribute" - the focus of organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution toward the organizational goals. If the process of performance appraisals is formal and properly structured, it helps the employees to clearly understand their roles and responsibilities and gives direction to the individual's performance. It helps to align the individual performances with the organizational goals and also review their performance.
Performance appraisal takes into account the past performance of the employees and focuses on improving the future performance of the employees. Here at Naukrihub, we attempt to provide insight into the concept of performance appraisal, the methods and approaches of performance appraisal, sample performance appraisal forms, and the appraisal software available, etc. An attempt has been made to study the current global trends in performance appraisal.
Once a year, every company gives the appraisal and HR needs to give a Self-Appraisal form to employees. HR needs to conduct a meeting to review performance.
Performance Appraisal Methods:
1. Critical incident method
The critical incidents for performance appraisal is a method in which the manager writes down positive and negative performance behavior of employees throughout the performance period.
2. Weighted checklist
This method describes a performance appraisal method where raters familiar with the jobs being evaluated prepared a large list of descriptive statements about effective and ineffective behavior on jobs.
3. Paired comparison analysis
Paired comparison analysis is a good way of weighing up the relative importance of options. A range of plausible options is listed. Each option is compared against each of the other options. The results are tallied, and the option with the highest score is the preferred option.
4. Graphic rating scales
The Rating Scale is a form on which the manager simply checks off the employee's level of performance. This is the oldest and most widely used method for performance appraisal.
5. Essay Evaluation
This method asks managers/supervisors to describe strengths and weaknesses of an employee's behavior. Essay evaluation is a non-quantitative technique. This method is usually used with the graphic rating scale method.
6. Behaviorally anchored rating scales
This method is used to describe a performance rating that focuses on specific behaviors or sets as indicators of effective or ineffective performance. It is a combination of the rating scale and critical incident techniques of employee performance evaluation.
7. Performance ranking method
Ranking is a performance appraisal method that is used to evaluate employee performance from best to worst. Managers will compare an employee to another employee, rather than comparing each one to a standard measurement.
8. Management By Objectives (MBO)
MBO is a process in which managers/employees set objectives for the employee, periodically evaluate the performance, and reward according to the result. MBO focuses attention on what must be accomplished (goals) rather than how it is to be accomplished (methods).
9. 360-degree performance appraisal
360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.
10. Forced ranking (forced distribution)
Forced ranking is a method of performance appraisal to rank employees but in order of forced distribution. For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom.
11. Behavioral Observation Scales
Behavioral Observation Scales are frequency ratings of critical incidents that a worker has performed. Most companies or organizations follow 360-degree performance appraisal.
Hope this will be helpful to you.
From India, Hyderabad
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I work in a newly set-up automobile car dealership. I am in the process of designing the annual appraisal system. Please advise on which method will be best for the appraisal system.
Regards,
Nisha Malhotra
From India, New Delhi
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Regards,
Nisha Malhotra
From India, New Delhi
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Performance Appraisal Methods.doc
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