PERFORMANCE APPRAISAL TECHNIQUES...

A

agutgutia

Anuraag Gutgutia
Objective measures,Subjective measures,Behaviour based,Result oriented...

They can further be subdivided into: Ranking on a scale method-BARS, MBO, BOS etc...;
Forced distributions;
Pair comparisons etc...

I will discuss about them in the next posts.
 
ABOUT BARS( Behaviourally anchored rating scale):

It replaces the vague descriptors in a traditional rating scale with specific examples of performance
Example: Customer assistance
5 = Expected to volunteer to help customer and to walk with customer
4 = Expected to walk with customer to desired product location when asked for help by customer
3 = Could be expected to tell and point customer to where the desired product is located
2 = Could be expected to shrug shoulders and walk away when asked for assistance by customer
1 = Could be expected to hide from customers in the employee break-room
 
Management By Objectives (MBO):

At the beginning of the review period, meet with employee and agree on goals for the employee to achieve by the end of the period
Involve employee in setting goals
Measurable goals
Challenging but realistic, difficult but achievable
At the end of the review period, meet with employee and, for each goal, determine if the goal has been achieved
 
How would you suggest to handle the situation, wherein the employee is not free enough to speak with his manager regarding his/her goals.

For that employee, all the goals that his/her Manager sets is acceptable and he/she will start working on those goals.

It can also result in Employee exploitation,because now manager can take undue advantage of Sincerity and shyness of the employee.
 
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