MC9902C02 Chapter Notes - Chapter 1-6: Performance Appraisal
Method of Performance appraisal
The performance assessment often includes both the core competencies
required by the organization and also the competencies specific to the
employee’s job.
The appraiser, often a supervisor or manager, will provide the employee
with constructive, actionable feedback based on the assessment. This in turn
provides the employee with the direction needed to improve and develop in
their job.
Performance Appraisal Methods
There are many ways an organization can conduct a performance appraisal,
owing to the countless different methods and strategies available.
In addition, each organization may have their own unique philosophy
making an impact on the way the performance assessment is designed and
conducted.
A performance review is often done annually or semi-annually at the
minimum, but some organizations do them more often.
The performance assessment often includes both the core competencies
required by the organization and also the competencies specific to the
employee’s job.
The appraiser, often a supervisor or manager, will provide the employee
with constructive, actionable feedback based on the assessment. This in turn
provides the employee with the direction needed to improve and develop in
their job.
TRADITIONAL METHOD
1) Rating Scales Method
It is a popular traditional method of performance appraisal. In this method, a rating scale is
created to evaluate the performance of employee against certain parameters. These parameters
usually include his attitude, attendance, punctuality and interpersonal skills. The rating scale used
in this method ranges from 1 to 10. Low score indicates negative feedback and high score
indicates positive feedback.
2) Checklist Method
In this method, a checklist is prepared. It is comprised of descriptive statements related to
behavior of the employee. Each statement has two options, Yes & No or True or False. The rater
can choose one out of two options which he thinks correctly describes the behavior of the
employee.
3) Forced Distribution Method
This method was popular in big organizations. It is based on the fact that the performance of
employees varies greatly in an organization, some would be more productive and some would
be less productive. So, in this method, the manager is forced to distribute employees on the basis
of their performance on all points of the bell-shaped scale. Some fall into outstanding zone, some
into average and some into the bottom region of the curved scale.
Document Summary
There are many ways an organization can conduct a performance appraisal, owing to the countless different methods and strategies available. In addition, each organization may have their own unique philosophy making an impact on the way the performance assessment is designed and conducted. A performance review is often done annually or semi-annually at the minimum, but some organizations do them more often. The performance assessment often includes both the core competencies required by the organization and also the competencies specific to the employee"s job. The appraiser, often a supervisor or manager, will provide the employee with constructive, actionable feedback based on the assessment. This in turn provides the employee with the direction needed to improve and develop in their job. It is a popular traditional method of performance appraisal. In this method, a rating scale is created to evaluate the performance of employee against certain parameters. These parameters usually include his attitude, attendance, punctuality and interpersonal skills.
