abhishreshthaa
Abhijeet S
There are different methods of performance appraisal. They can be grouped as traditional methods and modern methods. The traditional methods emphasize on rating the individual’s personality traits, the modern methods lay importance on the results- job achievement rather than on personality. Listed below are the traditional and modern methods.
TRADITIONAL METHODS
1. Straight ranking method:
This is the oldest and simple method of performance appraisal. People are rated in order of merit and place in a grouping. The system obviously suffers from numerous drawbacks such as it is difficult to compare an individual with others having varying behavior traits.
2. Comparison method:
This is a modification of the earlier method where each employee is compared on certain selected factors such as leadership, initiative, etc. When the number of employees is large it becomes difficult to compare and rank them on different attributes.
3. Grading method:
This is simple method where certain features are considered for grading, such as analytical ability, job knowledge, etc. Certain scales are then decided and the employee is graded on those features on the scale. The scale could be A: outstanding; B: very good, C: average; D: below average. This is a widely used method.
4. Graphic or linear rating method:
This is another most commonly used method. The method considers two factors: employee characters tic and contribution. Personal qualities such as initiative, dependability, decisiveness, etc, are measured. With regard to contribution, both quality and quantity of work are considered. While measuring contribution, weight ages are assigned to both the quality and quantity.
5. Forced choice description and forced distribution methods:
These methods force the superior to make his choices. The employee is rated on a predetermine distribution scale. The factors normally considered are job performance and suitability for promotion. In the choice of description method the superior is asked to select the statement which best described the employee.
6. Free form essay method:
In this method the appraiser makes a free form, open-ended appraisal of the employee. The system gives absolute freedom to the superior to write about the job knowledge, employee’s attitudes, development needs, etc. This type of appraisal system is generally used to appraise the top management.
7. Group appraisal method:
This is a method in which employees are rated by a group of appraisers consisting of the immediate supervisor and three or four others who have some knowledge of the performance of the employee. This is a time consuming process
TRADITIONAL METHODS
1. Straight ranking method:
This is the oldest and simple method of performance appraisal. People are rated in order of merit and place in a grouping. The system obviously suffers from numerous drawbacks such as it is difficult to compare an individual with others having varying behavior traits.
2. Comparison method:
This is a modification of the earlier method where each employee is compared on certain selected factors such as leadership, initiative, etc. When the number of employees is large it becomes difficult to compare and rank them on different attributes.
3. Grading method:
This is simple method where certain features are considered for grading, such as analytical ability, job knowledge, etc. Certain scales are then decided and the employee is graded on those features on the scale. The scale could be A: outstanding; B: very good, C: average; D: below average. This is a widely used method.
4. Graphic or linear rating method:
This is another most commonly used method. The method considers two factors: employee characters tic and contribution. Personal qualities such as initiative, dependability, decisiveness, etc, are measured. With regard to contribution, both quality and quantity of work are considered. While measuring contribution, weight ages are assigned to both the quality and quantity.
5. Forced choice description and forced distribution methods:
These methods force the superior to make his choices. The employee is rated on a predetermine distribution scale. The factors normally considered are job performance and suitability for promotion. In the choice of description method the superior is asked to select the statement which best described the employee.
6. Free form essay method:
In this method the appraiser makes a free form, open-ended appraisal of the employee. The system gives absolute freedom to the superior to write about the job knowledge, employee’s attitudes, development needs, etc. This type of appraisal system is generally used to appraise the top management.
7. Group appraisal method:
This is a method in which employees are rated by a group of appraisers consisting of the immediate supervisor and three or four others who have some knowledge of the performance of the employee. This is a time consuming process