Performance appraisal management material.
I. Performance appraisal methods
(Tools of ) Performance appraisal
methods include 11 appraisal methods / types as follows:
1. Critical incident method
This format of performance appraisal is a
method which is involved identifying and describing specific incidents where
employees did something really well or that needs improving during their
performance period.
2. Weighted checklist method
In this style, performance appraisal is
made under a method where the jobs being evaluated based on descriptive
statements about effective and ineffective behavior on jobs.
3. Paired comparison analysis
This form of performance appraisal is a
good way to make full use of the methods of options. There will be a list of
relevant options. Each option is in comparison with the others in the
list. The results will be calculated and then such option with highest score
will be mostly chosen.
4. Graphic rating scales
This format is considered the oldest and most
popular method to assess the employee’s performance.
In this style of performance appraisal, the
management just simply does checks on the performance levels of their staff.
5. Essay Evaluation method
In this style of performance appraisal,
managers/ supervisors are required to figure out the strong and weak points of
staff’s behaviors. Essay evaluation method is a non-quantitative technique. It
is often mixed with the method the graphic rating scale.
6. Behaviorally anchored rating scales
This formatted performance appraisal is
based on making rates on behaviors or sets of indicators to determine the
effectiveness or ineffectiveness of working performance. The form is a mix of
the rating scale and critical incident techniques to assess performance of the
staff.
7. Performance ranking method
The performance appraisal of ranking is
used to assess the working performance of employees from the highest to lowest
levels.
Managers will make comparisons of an employee with
the others, instead of making comparison of each employee with some certain
standards.
8. Management By Objectives (MBO) method
MBO is a method of performance
appraisal in which managers or employers set a list of objectives and make
assessments on their performance on a regular basis, and finally make rewards
based on the results achieved. This method mostly cares about the
results achieved (goals) but not to the way how employees can fulfill them.
9. 360 degree performance appraisal
The style of 360 degree performance
appraisal is a method that employees will give confidential and anonymous
assessments on their colleagues. This post also information that can be used as
references for such methods of performance assessments of 720, 540,
180…
10.Forced ranking (forced distribution)
In this style of performance appraisal,
employees are ranked in terms of forced allocations.
For instance, it is vital that the proportions
be shared in the way that 10 or 20 % will be the highest levels
of performances, while 70 or 80% will be in the middle level and the rest
will be in the lowest one.
11. Behavioral Observation Scales
The method based on the scales of observation on
behaviors is the one in which important tasks that workers have performed
during their working time will be assessed on a regular basis.