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used as a criterion by Government entities, where they assume the longest serving employee to
be the deserved one for an appraisal. When an employee is hired in an organisation, his appraisal
is subjective to the speed at which he grasps things and information he is exposed to.
The top 10 performance appraisal methods based on the above-mentioned criteria are listed
below:
Assessment Centre Method
The purpose of this method is to test candidates in social situations. It can be used by startups for
evaluating employees serving at senior level. This method of evaluation is helpful for assessing
managers, who have to deal with their subordinate, peers and supervisors for day-to-day
business. It helps employers understand the capacity and the capability of the individual in social
settings. It involves using situational exercises like an in-basket exercise, role-playing incident,
business game and many other similar exercises. It gives the employer an insight to the
personality of the employee like openness, tolerance, introversion/extroversion, acceptability,
etc.
Behaviourally Anchored Rating Scale
This is latest a modern appraisal technique, which has been developed recently. It is claimed that
the Behaviourally Anchored Rating Scale method is one of the most equitable technique
compared to other methods of appraisals. It is a combination of narrative techniques like essay
evaluation and quantifiable techniques like rating scale. It is comparatively more expensive than
other techniques, but it usually guarantees precision and effectiveness.
Critical Incident Technique
This technique is similar to the essay evaluation method. It involves making statements that
describes both the positive and the negative reactions to stimulus by the employee at his work
place. The statements are recorded cumulatively in a given period of time, so that one can
evaluate how good the employee is at his job. His proficiency will be determined by how he
deals with his day-to-day activities. The appraiser in this method is usually the direct supervisor
or manager under whom the employee is serving. This technique is not only used for
performance appraisals but also utilized in job interviews. The interviewer gives scenarios to the
interviewee and asks them, how they would react to the given scenarios.
Essay Evaluation
The essay method is an affordable and effective way of appraising employees, especially in
startups. This method involves writing a detailed descriptive essay of the performance by the
employees direct supervisor or manager. The essay concentrates on describing the various
strengths, weaknesses, attitude and behaviour of the individual towards job duties. This method
is less structured and thus gives the appraiser an opportunity to explore and describe niche
qualities or shortcomings of the employee that need to be worked on. It is far less complicated to
execute compared to the other methods, only if biases could be kept at bay.
This technique is useful for reinforcing positive work ethics and culture in the organisation. It
considers attributes like helpfulness, dependability, punctuality, etc for being appraised by the
organisation. It motivates employees to be competitive in a fair manner and yet be available for
helping out colleagues if need be. Startups should consider giving their employees trait focussed
appraisals once in a while, because it reinforces positive culture in the organisation.
360 Degree Feedback
This method involves getting a feedback about the employee from every individual who interacts
with him during his working hours. They can be his peers, his subordinates, his superiors,
customers who have interacted with him and even he himself would be interviewed about his
perception of himself and his duties at the workplace. This performance appraisal method would
be very useful for startups, because the best way to review an employees overall performance
and get an insight about his behaviour, personality and attitude this is the best method to follow.
Although it is a little time consuming, but it is cost effective and precise. It keeps biases out of
play due to multiple opinions, so that the review isnt affected by biases of one person.
Appraisals are the means to an employees career development. Therefore, effective performance
appraisal methods not only help the employee grow, but also the organisation. If the employee is
given feedback regularly and frequently, the organisation will be at the receiving end of the profit
too. Performance reviews are important because they help identify and set goals for the
employee, recognize performance over time, guide progress, identify the problem areas or
weaknesses, improve performance and discuss career development in the company. Companies
should give promotions and appraisals frequently because it keeps the employees motivated to
perform better, thereby maximizing the efficiency of the employee, and the productivity of the
company.
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1. Essay Method
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an