TRADITIONAL AND MODERN METHODS OF PERFORMANCE APPRAISAL

There are different traditional performance appraisal methods. Ranking method – Ranking method is useful to measure the performances of group members. However, under the ranking method, the group members will be treated differently. It is leading to have negative emotions within the group (Falcone, 2017). 

 Paired comparison – The employees will be compared based on the values of employees. However, it is challenging to determine the best option where there are different options (Falcone, 2017).

 Grading scale – Reliability and dependability are the grading scales that are using to measure the performances of employees and those grades will be used to evaluate the performances of employees (Falcone, 2017).

 Checklist method – The most straightforward method to assess the performances of employees is the checklist method. Yes or No structure will be used to answer the questions (Falcone, 2017).

 Easy evaluation method – In the use of this method, it is important to have a detail desorption for the strengths and weaknesses related to the responsibilities of the employees (Falcone, 2017).

 There are different types of modern appraisal methods. Management by Objective (MBO) – This performance appraisal method is the less time consuming performance appraisal method and it is the most cost effective performance appraisal method. This method is supportive to rate the performances of employees in a fair manner (Holpp, 2011).

 360 degree feedback – This approach is useful to obtain feedback from employees and understand his or her own view on own performances and the others’ views on his or her performances. This approach is supportive to have an overall idea about the employee performances (Holpp, 2011).

 Assessment centre method – This method is applicable to identify the performances of managers by handling situational exercises (Holpp, 2011).

 Behaviourally Anchored Rating Scale (BARS) – In this method it is focusing on the reliability and validity. Scale point is using in this method to measure the performances of employees (Holpp, 2011).

 Psychological appraisals – In this method it is focusing on the motivation of employees, improvement of intelligence of employees and improvement of personal characteristics of employees (Holpp, 2011).

 References: 

Falcone, P., 2017. 101 Sample Write-Ups for Documenting Employee Performance Problems. 3rd ed. New York: AMACOM. 

Holpp, W., 2011. Win-Win Performance Appraisals: What to Do Before, During, and After the Review to Get the Best Results for Yourself and Your Employees: What to Do Before, During and After the Review. 1st ed. USA: McGraw-Hill.

Comments

  1. ChulangaPereraMay 19, 2022 at 1:40 AM

    Research has shown that 360-degree feedback can enhance communications and performance (Bernardin & Beatty, 1987). It is often used to initiate leadership training programs by supplying guidance for developmental purposes (e.g.. Center for Creative Leadership). In some organizations feedback is used solely for development; in others, it serves as input for merit evaluation and compensation adjustment (McEvoy & Buller, 1987)

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  2. sameera wassMay 30, 2022 at 9:04 AM

    Hi chalanga, The intention to find an optimal way of employee performance appraisal led to the development of a number of methods. Methods differ in terms of their laboriousness, time demands, costs and usability, e.g. for the purposes of reward of employees subject to the appraisal. A significant criterion for the distinction of methods and their suitability for specific situations is time or whether the method is aimed at the evaluating of work already carried out or the identification of future results. Further, it is possible to classify appraisal methods according to the area of appraisal they cover and the time horizon they focus on. (Venclova, K., Salkova, A. and Kolackova, G. 2013

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