Performance appraisal has increasingly become a part of a more strategic approach used by HR executives and culmination of business policies to assess and analyze the employees and increase their competence level, enhance performance and distribute rewards, Fletcher
These appraisals are not only used to eliminate behavior and productivity issues, but also to motivate employees to contribute more. There are many methods that organisations can implement depending on their preference as most have their specific advantages as well as limitations.
Let us have a look at some of them in more detail. A graphic rating scale lists the traits each employee should have and rates workers on a numbered scale for each trait. The scores are meant to separate employees into tiers of performers, which can play a role in determining promotions and salary adjustments.
The method is easy to understand and quite user friendly. It allows behaviors to be quantified making appraisal system much easier. However, the scale has disadvantages that make it difficult to use as an effective management tool. Even with intense training, some evaluators will be too strict.
Some will be too lenient, and others may find it hard to screen out their personal agendas. Although it is good at identifying the best and poorest of employees, it does not help while differentiating between the average employees.
This technique is normally used with a combination of the graphic rating scale because the rater can present the scale in more detail by also giving an explanation for his rating. The Essay evaluation method is a non-quantitative technique and highly subjective.
While it provides a good deal of information about the employee, it takes a lot of time of the appraiser which is not always feasible.Appraisal Methods Essay Method In the essay method approach, the appraiser prepares a written statement about the employee being appraised.
The statement usually concentrates on describing specific strengths and weaknesses in job performance. It also suggests courses of action to remedy the identified problem areas. In an essay appraisal, the source answers a series of questions about the employee’s performance in essay form. This can be a trait method and/or a behavioral method, depending on how the manager writes the essay.
Traditional Methods of Performance Appraisal Definition: The Performance Appraisal is a periodic evaluation or the assessment of the employee’s job performance against the pre-established standards such as quality and quantity of output, job knowledge, versatility, supervision, leadership abilities, etc.
Employers use a variety of performance appraisal methods to support their overall performance management systems.
Examples of appraisal methods include graphic ratings scales, degree evaluations, employee self-assessments and forced distribution. Essay performance appraisals provide the best opportunity for. 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. Essay Appraisal is a traditional form of Appraisal also known as “Free Form method.” It involves a description of the performance of an employee by his superior which needs to be based on facts and often includes examples to support the information.