Performance appraisal methods
(Tools of ) Performance appraisal methods include 11 appraisal methods / types as follows:
1. Critical incident method
The critical incidents for performance appraisal is a method in which the manager writes down positive and negative performance behavior of employees throughout the performance period
2. Weighted checklist method
This method describe a performance appraisal method where rater familiar with the jobs being evaluated prepared a large list of descriptive statements about effective and ineffective behavior on jobs
3. Paired comparison analysis
Paired comparison analysis is a good way of weighing up the relative importance of options.
A range of plausible options is listed. Each option is compared against each of the other options. The results are tallied and the option with the highest score is the preferred option.
4. Graphic rating scales
The Rating Scale is a form on which the manager simply checks off the employee’s level of performance.
This is the oldest and most widely method used for performance appraisal.
5. Essay Evaluation method
This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior. Essay evaluation is a non-quantitative technique
This method usually use with the graphic rating scale method.
6. Behaviorally anchored rating scales
This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance.
It is a combination of the rating scale and critical incident techniques of employee performance evaluation.
7. Performance ranking method
Ranking is a performance appraisal method that is used to evaluate employee performance from best to worst.
Manager will compare an employee to another employee, rather than comparing each one to a standard measurement.
8. Management By Objectives (MBO) method
MBO is a process in which managers / employees set objectives for the employee, periodically evaluate the performance, and reward according to the result.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be accomplished (methods)
9. 360 degree performance appraisal
360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This post also include information related to appraisal methods such as 720, 540, 180…
10.Forced ranking (forced distribution)
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.
11. Behavioral Observation Scales
Behavioral Observation Scales is frequency rating of critical incidents that worker has performed.
Related documents
• Performance appraisal examples
• Purpose of performance appraisal
• Performance appraisal procedure
• Problems in performance appraisal
• Performance appraisal ebooks
Author: Davi Ngo, hrvinet.com
Find more HR documents by using categories at sidebar
Useful HR materials related:
_Top job search sites - All biggest job search sites in the world.
_Quality management - All forms, templates, procedures, standard of ISO 9000, ISO 14000, SA 8000, ISO 22000, HACCP etc
_KPI examples - Nearly 300 sample key performance indicators of human resources, sales, marketing, manufacturing, purchasing etc.
_HR books - All books of human resources management in the world.
[...] Some terms such as Performance management systems Key performance indicators Employee performance appraisal form Manager performance appraisal form Problems in performance appraisal Link can be useful for you 11 methods of performance appraisal [...]
[...] employees receive confidential, anonymous feedback from the people who work around them. Source: Performance appraisal methods Best regards __________________ All interview questions – All job descriptions
very very 10q
In which situations would each type of performance appraisal technique be most effective?
can anyone tell me In which situations would each type of performance appraisal technique be most effective?
My question about appraisals?
I have a collection of coins and paper currency that I would like to have appraised. The money dates from the early 1950’s to the mid 1990’s. A lot of the money does not have a year printed on it. I have somewhere around 100 coins and possibly 60 bills.
I am having a hard time finding the right place to get an appraisal. I am located in Tulsa, Oklahoma. If anyone knows of a good place around here, or a good website, please let me know!
I am only asking this of people who have some experience with appraisal’s. Thank you!
Dear sir,
Your subject on performance appraisal methods are very useful and interesting yo senior HR professional thanks
Thanks for providing valuable information
Dear Sir,
my question is:
What is the different between appraisal and evaluation or are they
the same.
please advice.
Thanks,
In general appraisal/evaluation is the same meaning: identify output of job.
But something different:
+ Job appraisal: Identify output of job.
+ Job evaluation: Identify value of an job in a company.
rgs
What is the different between appraisal and evaluation or are they
the same.
Your Performance managment is very interesting and i understand it eassy.
We created post about question at: http://www.humanresources.hrvinet.com/difference-between-performance-appraisal-and-evaluation/
Tks very much
Ngo