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Human Resource Management Assignment On Performenc Apprisal and Its Methods

The document discusses performance appraisal and its various methods. It defines performance appraisal as a systematic way to review and assess an employee's performance over a period of time. It then describes 11 different performance appraisal methods: 1) critical incident method 2) weighted checklist 3) paired comparison analysis 4) graphic rating scales 5) essay evaluation 6) behaviorally anchored rating scales 7) performance ranking method 8) management by objectives 9) 360 degree performance appraisal 10) forced ranking and 11) behavioral observation scales. The document provides a brief overview of each method.

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Nisha Enjyng Lyf
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39 views5 pages

Human Resource Management Assignment On Performenc Apprisal and Its Methods

The document discusses performance appraisal and its various methods. It defines performance appraisal as a systematic way to review and assess an employee's performance over a period of time. It then describes 11 different performance appraisal methods: 1) critical incident method 2) weighted checklist 3) paired comparison analysis 4) graphic rating scales 5) essay evaluation 6) behaviorally anchored rating scales 7) performance ranking method 8) management by objectives 9) 360 degree performance appraisal 10) forced ranking and 11) behavioral observation scales. The document provides a brief overview of each method.

Uploaded by

Nisha Enjyng Lyf
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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HUMAN RESOURCE MANAGEMENT ASSIGNMENT ON PERFORMENC APPRISAL AND ITS METHODS

BY i.predeep ROLLNO: 1214110115

PERFORMANCE APPRISAL:

Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals. By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management's interest in the progress of the employees.

PERFORMANCE APPRISAL METHODS:

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 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 employees level of performance. This is the oldest and most widely method used for performance appraisal. 5. Essay Evaluation This method asked managers / supervisors to describe strengths and weaknesses of an employees 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) 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.

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. Most of the companies or organizations follow 360 degree performance appraisal.

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