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Date Submitted: 11/27/2011 07:57 PM
Methods of Performance Appraisal
Definition of Performance Appraisal
A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.
Aims of the Performance Appraisal
Generally, the aims of a performance appraisal are to:
• Give employees feedback on performance
• Identify employee training needs
• Document criteria used to allocate organizational rewards
• Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc.
• Provide the opportunity for organizational diagnosis and development
• Facilitate communication between employee and employer
• Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.
• To improve performance through counseling, coaching and development.
Performance Appraisal Methods
There are many types of performance appraisal methods. Some of them are:
• Graphic Rating Scale method
• Alternation ranking method
• Paired Comparison method
• Forced Distribution Method
• Critical incident Method
• Management by Objectives (MBO)
Graphic rating scale
Perhaps the most commonly used method of performance evaluation is the graphic rating scale. Of course, it is also one of the oldest methods of evaluation in use. Under this method, a printed form, as shown below, is used to evaluate the performance of an employee. A variety of traits may be used in these types of rating devices, the most common being the quantity and quality of work. The...