¨(1) Traditional
Methods :
¨These methods lay more emphasis on rating of
individuals' personality traits, such as initiative, dependability, drive,
creativity, integrity, intelligence, leadership potential, etc. In the
following pages each method has been described in brief.
¨(a) Ranking
Method :
¨It is the oldest and simplest method of performance
appraisal. In this method the employee is ranked from the highest to the lowest
or from best to the worst. Thus, if there are ten employees the Best employee
is given the first rank and the worst employee in the group is given the tenth
rank.
However, this method
has some limitations namely :
(1) It is difficult to adopt this method, in case
of evaluating large number of employees.
(2) It is difficult to compare one individual with
other having varying behavioural traits.
¨(b) Paired
Comparison Method :
¨In this method, each employee is compared with the other
on one-to-one basis. This method makes judgement easier as compared to ranking method. The number of
times the employee is rated as better in comparisons with others determines his
or her final ranking. The total number of comparison can be ascertained by the
following formula :
¨where N stands for number of employees to be evaluated.
¨The concept can be illustrated with the help of the
following example.
¨If the following five students Ashok (A), Bina (B), Chitra (C), Dinesh (D), Eillen (E) have to be
evaluated for the best student award, the total number of comparison would be =
10
¨A with B
¨A with C B with C
¨A with D B with D C with D
¨A with E B with E C with E D
with E
¨The number of times a student gets a better score, would
be the basis for selecting the Best Student. This method is not appropriate if
a large number of students are required to be evaluated.
¨(c) Forced Distribution Method :
¨This technique was
contributed by Joseph Tiffin. The method operates under the assumption that an
employee's performance can be plotted in a bell-shaped curve. Here 10% of the
employees are given excellent grade, 20% are given good grade, 40% are given
the average grade, next 20% are given the below average grade and last 10% are
given unsatisfactory grade.
¨(d) Forced
Choice Method :
¨This method was contributed by J.P.
Guilford.
Here, an evaluator rates an employee on the basis of a group of statements.
These statements are a combination of positive and negative statements and are
arranged in blocks of two or more. The rater is required to identify the most
or least descriptive statement pertaining to an employee. For example :
¨(1) Provides clear
guidance to employees.
¨(2) Can be
depended to complete the assignment on hand.
¨(3) Is reliable
and trustworthy.
¨(4) Is partial to
some employees
¨(e) Check-list
Method :
¨The main purpose of this method is to reduce the
evaluator's burden of rating the employee. In this method a dichotomous
questionnaire (A question with two answer choices namely `Yes' or `No') is
used. A rater is required to put a tick mark against the respective column.
¨This questionnaire is prepared and scored by the HR
department. The main disadvantage of this method is the rater is not given the
flexibility to add or delete the statements. A typical check list is given
below :
¨Table 3 : Check list for Students
¨(1) Is the student
regular
¨(2) Is he/she
disciplined
¨(3) Does he/she
complete the assignment on time
¨(4) Does he/she
participate in extra-curricular activities
(f) Critical
Incident Method :
This method evaluates an employee on the basis of
certain `events' or `episodes' known as critical incident. The underlying
principle of this method is "there are certain significant acts in each
employee's behaviour and performance,
which can make all the difference between success and failure on the job."
Thus, in this method the rater focusses his attention on all those factors, that can make a
difference between performing a job in a noteworthy manner.
¨Graphic or Linear Rating Scale :
¨This is the most commonly used method of evaluating an
employee's performance. Here the Questionnaire consists of more than 2 answer
choices. The Questionnaire consists of set of questions covering aspects such
as:
¨(i) Employee Characteristics (includes factors
such as initiative, leadership, dependability, attitude, loyalty, creative
ability, analytical ability etc.) (ii) Employee Contribution (includes factors
such as Quantity and Quality of work, Specific goals achieved, regularity,
attitude and approach towards supervisors and colleagues, etc.)
¨The following table highlights a typical graphic rating
scale:
¨(1) Quality of Work o o o o
¨ Unsatisfactory Satisfactory Sometimes Consistently
Superior Superior
Superior Superior
¨(2) Dependability o o o o
¨ Requires Requires Very little No
Constant Occasional Supervision Supervision
Supervision follow-up
Constant Occasional Supervision Supervision
Supervision follow-up
¨(h) Essay
Method :
¨In this method, the rater writes a narrative description
of an employees strengths, weaknesses, past performance, potential and
suggestions for improvement. As there is no prescribed format, the length and
content of essay is likely to vary. Similarly, the quality of Essay would
depend upon the rater's writing skills. As the essays are descriptive in
nature, it only provides qualitative information about the employee.
¨(i) Field
Review Method :
¨If during the appraisal process there are reasons to
believe that the employee is given a higher rating because of rater bias, a
review process is initiated. The review process is generally conducted by the
personnel officer of the HR department.
¨This method is also used for making promotional
decisions at the managerial level and when information is required from
employees of different units and location.
¨(j) Confidential Report :
¨This is a traditional
method of evaluating an employee's performance. It is normally used in
Government departments and small business units. Here, the evaluation is done
by the immediate boss or supervisor. The main limitation of this method is the
ratings are generally not discussed with the ratee (only in case of adverse remark).
Comments
Post a Comment
any suggestion on my side