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    Critical Incident Method

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    abhil1
    This document outlines several common performance appraisal methods: 1. The critical incident method involves managers writing down positive and negative behaviors throughout the performance period. 2. The weighted checklist method uses raters familiar with jobs to prepare lists of effective and ineffective behaviors to evaluate performance. 3. Paired comparison analysis compares options against each other to determine the highest scoring preferred option. 4. Graphic rating scales, essay evaluations, and behaviorally anchored rating scales are also discussed as quantitative and qualitative appraisal techniques that evaluate employees against standards or behaviors.

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    Critical Incident Method

    Uploaded by

    abhil1
    338 views2 pages
    This document outlines several common performance appraisal methods: 1. The critical incident method involves managers writing down positive and negative behaviors throughout the performance period. 2. The weighted checklist method uses raters familiar with jobs to prepare lists of effective and ineffective behaviors to evaluate performance. 3. Paired comparison analysis compares options against each other to determine the highest scoring preferred option. 4. Graphic rating scales, essay evaluations, and behaviorally anchored rating scales are also discussed as quantitative and qualitative appraisal techniques that evaluate employees against standards or behaviors.

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    This document outlines several common performance appraisal methods: 1. The critical incident method involves managers writing down positive and negative behaviors throughout the performance period. 2. The weighted checklist method uses raters familiar with jobs to prepare lists of effective and ineffective behaviors to evaluate performance. 3. Paired comparison analysis compares options against each other to determine the highest scoring preferred option. 4. Graphic rating scales, essay evaluations, and behaviorally anchored rating scales are also discussed as quantitative and qualitative appraisal techniques that evaluate employees against standards or behaviors.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as ODT, PDF, TXT or read online from Scribd
    Download as odt, pdf, or txt
    338 views2 pages

    Critical Incident Method

    Uploaded by

    abhil1
    This document outlines several common performance appraisal methods: 1. The critical incident method involves managers writing down positive and negative behaviors throughout the performance period. 2. The weighted checklist method uses raters familiar with jobs to prepare lists of effective and ineffective behaviors to evaluate performance. 3. Paired comparison analysis compares options against each other to determine the highest scoring preferred option. 4. Graphic rating scales, essay evaluations, and behaviorally anchored rating scales are also discussed as quantitative and qualitative appraisal techniques that evaluate employees against standards or behaviors.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as ODT, PDF, TXT or read online from Scribd
    Download as odt, pdf, or txt
    of 2

    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 method
    This method describe a performance appraisal method where rater 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 method used for performance appraisal.

    5. Essay Evaluation method
    This method asked managers / supervisors to describe strengths and weaknesses of an employee’s 
    behavior. Essay evaluation is a non­quantitative technique
    This method usually use with the graphic rating scale method.

    6. Behaviorally anchored rating scales
    This method used to describe a performance rating that focused 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.
    Manager will compare an employee to another employee, rather than comparing each one to a 
    standard measurement.

    8. Management By Objectives (MBO) method
    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. This post also include information related to 
    appraisal methods such as 720, 540, 180…

    10.Forced ranking (forced distribution)
    Forced ranking is a method of performance appraisal to rank employee 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 is frequency rating of critical incidents that worker has performed.

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