Traditional and Modern Methods with example Article shared by:
The essay describes in detail about the strengths, weaknesses, potential, nature, etc. Essay method helps in collecting a lot of information about the employees as the evaluators are not confined to appraise the employees in rigidly defined criteria. The process is unrestricted and flexible, permitting the employers to emphasize on any issues or traits that they feel relevant.
However, this method is tedious and difficult to manage as it demands more description than other methods of appraisal. The reports being descriptive in nature, it is difficult to compare and contrast them or withdraw any conclusion. Besides, the evaluator must have good writing skills, or else the whole process is distorted.
Comparative evaluation Comparative evaluation is a technique of appraising employees by comparing and contrasting issues and traits of an employee with another. There are basically two ways to conduct comparative evaluation; they are: Paired comparison Under this method, the pairs of employees of same job post or level are formed, following which they are evaluated on the basis of performance of each other.
Subjects like skills, experience, team player, behavior, etc. To be precise, the raters are provided with a bunch of slips, each containing a pair of names of employees. The employee whom raters consider to be the best is given a tick mark and the process is repeated for all pairs.
At the end, the employee who succeeds to get the most tick is considered to be the best while the employee getting least ticks is comparatively considered poor.
Paired comparison is a good method for evaluating employee performance. However, it becomes very difficult for companies with large number of employees to form pairs as the pairs are formed by applying the formula: Ranking Ranking is one of the simplest methods of performance appraisal.
Under this method, employees are ranked from the best to the worst according to their performance level. The best performing employees are ranked 1 and the least performing one is ranked the last.
Based on these rankings, the companies may take any actions, from promotion to termination.
Although ranking method of performance appraisal is considered to be an easier approach, it becomes problematic and full of issues when conducted in a large scale. Also, this method of performance appraisal is criticized because it is unsystematic and results are often drawn on the basis of snap judgment.
Rating Rating is a commonly used traditional method of performance appraisal. Under this approach, an employee is numerically rated from 1 to 10 on various job performance criterions like attendance, attitude, performance, output, sincerity, dependability, initiative, etc.
Scores of all criterions are finally calculated, and results are withdrawn. Rating method of performance appraisal is commonly used because it is economic in nature and raters do not require to have high skills to use it.
Also, it is applicable in almost all types of job and even with large workforce.
There is, however, a drawback of this method, i. Forced distribution method Employers or raters are found to have tendency to rate their employees near average or above average performing categories. In around late 90s, Tiffen introduced a new method of performance appraisal call forced distribution, in an attempt to eliminate the flaws of the raters.
Under this method, raters are forced to divide his employees evenly into certain categories which vary from organization to organization.
This method is widely applied and has been considered effective in service-driven companies. However, the method also has some drawbacks. It creates false competition between employees. All employees might not fit neatly into a category, leading to their placement in such a category that does not reflect their true image.
Raters may end up placing more visible employees in superior categories and less visible ones in poor category, irrespective of their job performance. Forced choice method Forced choice method of performance appraisal was introduced by J. It is one of the most systematic and reliable approach to evaluate employees accurately.Performance appraisal is a process and a means of setting goals, measuring and enhancing individual and organizational performance.
It also fosters professional and career development on behalf of ordinary staff members. Performance Appraisal Methods: Traditional and Modern Methods!
Each method of performance appraisal has its strengths and weaknesses may be suitable for one organisation and non-suitable for another one.
As such, there is no single appraisal method accepted and used by . During performance appraisal, employers and supervisors are provided with a source of valid data about an employee’s overall job result during the period of employment with the company. In this method, the employee’s results are compared against some objective standards of performance designed by the company, and specifically differs from one job role to another.
Performance Appraisal Methods Used In The Dabur Company. Performance appraisal uses a variety of methods for evaluation.
The five main methods used are: • Interview-Based Appraisal: The interview based appraisal system is implemented in a number of companies. Briefly discuss the commonly used performance measurement methods and forms Our company bases many employment decisions on performance appraisals, so the results are important.
When I entered the room, it became apparent and performance appraisal, let’s look at the performance appraisal process. The performance appraisal system followed at Dabur is ‘Rating Method’ and ‘Action by Objectives Method’.The broad structure of the system can be laid down as: Evaluation of individual on Assessment parameters Assessment of rating by appraiser through 5-point Rating Scale Discussion of rating with reviewer Computation of overall final.