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Performance appraisal methods

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Bibin Ssb
Bibin Ssb

This document discusses and compares past-oriented and future-oriented methods of performance appraisal. Past-oriented methods include rating scales, checklists, forced choice, forced distribution, critical incidents, behaviorally anchored scales, and confidential records. Future-oriented methods include management by objectives, psychological appraisals, assessment centers, 360 degree feedback, rating committees, and self-appraisal. Specific details are provided about how several of these methods are implemented.

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Performance Appraisal Methods Categorized as  Past Oriented Methods Future Oriented Methods Past Oriented Methods consists of:  Rating Scales  Checklists  Forced Choice Method  Forced Distribution Method Critical Incidents Method  Behaviorally Anchored Scales  Confidential Records  Performance tests and Observation
Performance Appraisal Methods Cont.. Rating Scales Consists of numerical scale which represents performance criteria like dependability, initiative, output, attendance, attitude, cooperation which can be rated from excellent to poor Checklists Similar to questionnaires, checklists consists of statements based on the traits of the employee and his job, which is prepared into two columns - ‘Yes’ and ‘No’ Total score depends on the no: of ‘Yes’ Sometimes points are being assigned to ‘Yes’ and ‘No’; which is called weighed checklist Forced Choice Method Here rater is expected to select a given statement that describe the ratee and actual assessment is done by HR department
Performance Appraisal Methods Cont.. Forced Distribution Method Here the rater distributes the employee performance on a normal distribution curve Employee performance are being rated as excellent, good, average, below average, unsatisfactory Critical Incidents Method Method of assessment of employee based on some critical incidents which might happen regularly are recorded by superiors Behaviorally Anchored Scales Here the employee behavior at work are assessed on scales which is rated as extremely good, slightly good, Neither poor nor good, slightly poor, poor, extremely poor Confidential Records Applicable in assessing Government employees performance considering their attendance, self expression ability to do work, leadership, initiative, Job knowledge, reasoning ability, judgment, integrity, responsibility on a four point scale ( Excellent, Good, Fair, Poor)
Performance Appraisal Methods Cont.. Future Oriented Methods consists of:  Management by Objectives  Psychological Appraisals  Assessment Centers  360 Degree system of Appraisal  Rating Committees  Self Appraisal
Performance Appraisal Methods Cont.. Management by Objectives Psychological Appraisals Applicable to large organization, where full time industrial psychologists are available Appraisal consists of in-depth interviews, psychological tests, discussion with supervisors, review of other evaluation Psychologists assess employees intellectual, emotional, motivational and work related characteristics Assessment Centers Used for evaluating executive potential Referred as a central location where managers may come together to have participation in job related exercises evaluated by trained observers
Performance Appraisal Methods Cont.. 360 Degree system of Appraisal Defined as the process of assessing the performance of employees by utilizing the service of superiors, peers, self and customers/suppliers Developed by General Electric Practiced in Reliance Industries, Crompton Greaves, Godrej soaps, Wipro, Infosys Rating Committees Represents a group consists of immediate supervisor and three or four supervisors which have regular contact with the employee Self Appraisal Process of evaluating performance of employees by himself/herself Practiced in ITI (Indian Telephone Industries), Texas Instruments
Performance Appraisal Methods Cont.. 360 Degree system of Appraisal Defined as the process of assessing the performance of employees by utilizing the service of superiors, peers, self and customers/suppliers Developed by General Electric Practiced in Reliance Industries, Crompton Greaves, Godrej soaps, Wipro, Infosys Rating Committees Represents a group consists of immediate supervisor and three or four supervisors which have regular contact with the employee Self Appraisal Process of evaluating performance of employees by himself/herself Practiced in ITI (Indian Telephone Industries), Texas Instruments

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Performance appraisal methods

  • 1. Performance Appraisal Methods Categorized as  Past Oriented Methods Future Oriented Methods Past Oriented Methods consists of:  Rating Scales  Checklists  Forced Choice Method  Forced Distribution Method Critical Incidents Method  Behaviorally Anchored Scales  Confidential Records  Performance tests and Observation
  • 2. Performance Appraisal Methods Cont.. Rating Scales Consists of numerical scale which represents performance criteria like dependability, initiative, output, attendance, attitude, cooperation which can be rated from excellent to poor Checklists Similar to questionnaires, checklists consists of statements based on the traits of the employee and his job, which is prepared into two columns - ‘Yes’ and ‘No’ Total score depends on the no: of ‘Yes’ Sometimes points are being assigned to ‘Yes’ and ‘No’; which is called weighed checklist Forced Choice Method Here rater is expected to select a given statement that describe the ratee and actual assessment is done by HR department
  • 3. Performance Appraisal Methods Cont.. Forced Distribution Method Here the rater distributes the employee performance on a normal distribution curve Employee performance are being rated as excellent, good, average, below average, unsatisfactory Critical Incidents Method Method of assessment of employee based on some critical incidents which might happen regularly are recorded by superiors Behaviorally Anchored Scales Here the employee behavior at work are assessed on scales which is rated as extremely good, slightly good, Neither poor nor good, slightly poor, poor, extremely poor Confidential Records Applicable in assessing Government employees performance considering their attendance, self expression ability to do work, leadership, initiative, Job knowledge, reasoning ability, judgment, integrity, responsibility on a four point scale ( Excellent, Good, Fair, Poor)
  • 4. Performance Appraisal Methods Cont.. Future Oriented Methods consists of:  Management by Objectives  Psychological Appraisals  Assessment Centers  360 Degree system of Appraisal  Rating Committees  Self Appraisal
  • 5. Performance Appraisal Methods Cont.. Management by Objectives Psychological Appraisals Applicable to large organization, where full time industrial psychologists are available Appraisal consists of in-depth interviews, psychological tests, discussion with supervisors, review of other evaluation Psychologists assess employees intellectual, emotional, motivational and work related characteristics Assessment Centers Used for evaluating executive potential Referred as a central location where managers may come together to have participation in job related exercises evaluated by trained observers
  • 6. Performance Appraisal Methods Cont.. 360 Degree system of Appraisal Defined as the process of assessing the performance of employees by utilizing the service of superiors, peers, self and customers/suppliers Developed by General Electric Practiced in Reliance Industries, Crompton Greaves, Godrej soaps, Wipro, Infosys Rating Committees Represents a group consists of immediate supervisor and three or four supervisors which have regular contact with the employee Self Appraisal Process of evaluating performance of employees by himself/herself Practiced in ITI (Indian Telephone Industries), Texas Instruments
  • 7. Performance Appraisal Methods Cont.. 360 Degree system of Appraisal Defined as the process of assessing the performance of employees by utilizing the service of superiors, peers, self and customers/suppliers Developed by General Electric Practiced in Reliance Industries, Crompton Greaves, Godrej soaps, Wipro, Infosys Rating Committees Represents a group consists of immediate supervisor and three or four supervisors which have regular contact with the employee Self Appraisal Process of evaluating performance of employees by himself/herself Practiced in ITI (Indian Telephone Industries), Texas Instruments