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    Performance Appraisal Methods: Past Oriented Methods Consists of

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    Nang Nang
    This document discusses and compares past-oriented and future-oriented methods of performance appraisal. Past-oriented methods include rating scales, checklists, forced choice, forced distribution, critical incidents, behaviorally anchored scales, and confidential records. Future-oriented methods include management by objectives, psychological appraisals, assessment centers, 360 degree feedback, rating committees, and self-appraisal. Specific details are provided about how each method is implemented and used to evaluate employee performance.

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    Performance Appraisal Methods: Past Oriented Methods Consists of

    Uploaded by

    Nang Nang
    394 views7 pages
    This document discusses and compares past-oriented and future-oriented methods of performance appraisal. Past-oriented methods include rating scales, checklists, forced choice, forced distribution, critical incidents, behaviorally anchored scales, and confidential records. Future-oriented methods include management by objectives, psychological appraisals, assessment centers, 360 degree feedback, rating committees, and self-appraisal. Specific details are provided about how each method is implemented and used to evaluate employee performance.

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    This document discusses and compares past-oriented and future-oriented methods of performance appraisal. Past-oriented methods include rating scales, checklists, forced choice, forced distribution, critical incidents, behaviorally anchored scales, and confidential records. Future-oriented methods include management by objectives, psychological appraisals, assessment centers, 360 degree feedback, rating committees, and self-appraisal. Specific details are provided about how each method is implemented and used to evaluate employee performance.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    394 views7 pages

    Performance Appraisal Methods: Past Oriented Methods Consists of

    Uploaded by

    Nang Nang
    This document discusses and compares past-oriented and future-oriented methods of performance appraisal. Past-oriented methods include rating scales, checklists, forced choice, forced distribution, critical incidents, behaviorally anchored scales, and confidential records. Future-oriented methods include management by objectives, psychological appraisals, assessment centers, 360 degree feedback, rating committees, and self-appraisal. Specific details are provided about how each method is implemented and used to evaluate employee performance.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 7

    Performance Appraisal Methods

    Categorized as
     Past Oriented Methods
    Future Oriented Methods

    Past Oriented Methods consists of:


     Rating Scales
     Checklists
     Forced Choice Method
     Forced Distribution Method
    Critical Incidents Method
     Behaviorally Anchored Scales
     Confidential Records
     Performance tests and Observation
    Performance Appraisal Methods Cont..

    Rating Scales
    Consists of numerical scale which represents performance criteria like dependability,
    initiative, output, attendance, attitude, cooperation which can be rated from excellent
    to poor

    Checklists
    Similar to questionnaires, checklists consists of statements based on the traits of the
    employee and his job, which is prepared into two columns - ‘Yes’ and ‘No’

    Total score depends on the no: of ‘Yes’

    Sometimes points are being assigned to ‘Yes’ and ‘No’; which is called weighed
    checklist

    Forced Choice Method


    Here rater is expected to select a given statement that describe the ratee and actual
    assessment is done by HR department
    Performance Appraisal Methods Cont..

    Forced Distribution Method


    Here the rater distributes the employee performance on a normal distribution curve

    Employee performance are being rated as excellent, good, average, below average,
    unsatisfactory

    Critical Incidents Method


    Method of assessment of employee based on some critical incidents which might
    happen regularly are recorded by superiors

    Behaviorally Anchored Scales


    Here the employee behavior at work are assessed on scales which is rated as
    extremely good, slightly good, Neither poor nor good, slightly poor, poor, extremely
    poor

    Confidential Records
    Applicable in assessing Government employees performance considering their
    attendance, self expression ability to do work, leadership, initiative, Job knowledge,
    reasoning ability, judgment, integrity, responsibility on a four point scale ( Excellent,
    Good, Fair, Poor)
    Performance Appraisal Methods Cont..

    Future Oriented Methods consists of:


     Management by Objectives
     Psychological Appraisals
     Assessment Centers
     360 Degree system of Appraisal
     Rating Committees
     Self Appraisal
    Performance Appraisal Methods Cont..

    Management by Objectives

    Psychological Appraisals
    Applicable to large organization, where full time industrial psychologists are available

    Appraisal consists of in-depth interviews, psychological tests, discussion with


    supervisors, review of other evaluation

    Psychologists assess employees intellectual, emotional, motivational and work related


    characteristics

    Assessment Centers
    Used for evaluating executive potential

    Referred as a central location where managers may come together to have participation in
    job related exercises evaluated by trained observers
    Performance Appraisal Methods Cont..

    360 Degree system of Appraisal


    Defined as the process of assessing the performance of employees by utilizing the service
    of superiors, peers, self and customers/suppliers

    Developed by General Electric

    Practiced in Reliance Industries, Crompton Greaves, Godrej soaps, Wipro, Infosys

    Rating Committees
    Represents a group consists of immediate supervisor and three or four supervisors which
    have regular contact with the employee

    Self Appraisal
    Process of evaluating performance of employees by himself/herself

    Practiced in ITI (Indian Telephone Industries), Texas Instruments


    Performance Appraisal Methods Cont..

    360 Degree system of Appraisal


    Defined as the process of assessing the performance of employees by utilizing the service
    of superiors, peers, self and customers/suppliers

    Developed by General Electric

    Practiced in Reliance Industries, Crompton Greaves, Godrej soaps, Wipro, Infosys

    Rating Committees
    Represents a group consists of immediate supervisor and three or four supervisors which
    have regular contact with the employee

    Self Appraisal
    Process of evaluating performance of employees by himself/herself

    Practiced in ITI (Indian Telephone Industries), Texas Instruments

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