Top 12 performance appraisal methods

Top 12 performance appraisal methods
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• performanceappraisal360.com/free-ebook-2456-phrases-for-performance-appraisals

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• performanceappraisal360.com/free-128-performance-appraisal-forms
• performanceappraisal360.com/free-ebook-2436-KPI-samples/
• performanceappraisal360.com/free-ebook-top-12-methods-for-performance-appraisal
• performanceappraisal360.com/free-ebook-top-15-secrets-to-set-up-performance-
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• performanceappraisal360.com/free-ebook-top -9-tips-to-writing-a-winning-self-
appraisal

1.Management by Objectives (MBO) Method
This is one of the best methods for the
judgment of an employee's
performance, where the managers and
employees set a particular objective for
employees and evaluate their
performance periodically. After the
goal is achieved, the employees are
also rewarded according to the results.
This performance appraisal method of
management by objectives depends on
accomplishing the goal rather than how
it is accomplished.

Contd…
MBO Features
• MBO emphasizes participatively set goals that are
tangible, verifiable and measurable.
• MBO focuses attention on what must be
accomplished (goals) rather than how it is to be
accomplished (methods).
• MBO, by concentrating on key result areas
translates the abstract philosophy of management
into concrete phraseology. The technique can be
put to general use (non-specialist technique).
Further it is “a dynamic system which seeks to
integrate the company's need to clarify and achieve
its profit and growth targets with the manager's
need to contribute and develop himself”.
• MBO is a systematic and rational technique that
allows management to attain maximum results
from available resources by focusing on achievable
goals. It allows the subordinate plenty of room to
make creative decisions on his own.

2.Critical Incident Method
In this method, the manager writes down
the positive and negative behavioral
performance of the employees. This is
done throughout the performance period
and the final report is submitted as the
assessment of the employees. This
method helps employees in managing
their performance and improves the
quality of their work.

Contd…
Disadvantages of critical Incident
This method suffers however from the
following limitations:
• Critical incidents technique of evaluation is
applied to evaluate the performance of
superiors rather than of peers of subordinates.
• Negative incidents may be more noticeable
than positive incidents.
• It results in very close supervision which
may not be liked by the employee.
• The recording of incidents may be a chore
for the manager concerned, who may be too
busy or forget to do it.
• The supervisors have a tendency to unload a
series of complaints about incidents during an
annual performance review session.

3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a
rating of the employee's performance
which focuses on the specific behavior as
indicators of effective and ineffective
performance. This method is usually a
combination of two other methods
namely, the rating scale and critical
incident technique of employee
evaluation.

Contd…
Rating scales for BARs
Each behavior can rate at one of 7 scales
as follows (you can set scales depend on
your requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)

4.Behavioral Observation Scales (BOS)
It is defined as the frequency rating of
critical incidents which the employee has
performed over a specific duration in the
organization. It was developed because
methods like graphic rating scales and
behaviorally anchored rating scales
(BARS) depend on vague judgments
made by the supervisors about
employees.

5.360 Degree Performance Appraisal Method
The definition of this performance
evaluation method is that, it is a system or
process wherein the employees receive
some performance feedback examples,
which are anonymous and confidential
from co-workers. This process is
conducted by managers and subordinates
who, through 360 degrees, measure
certain factors about the employees.
These are behavior and competence,
skills such as listening, planning and
goal-setting, teamwork, character, and
leadership effectiveness.

Contd…
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the
performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-
development.
• Increases responsibilities of employees to their
customers.
• The mix of ideas can give a more accurate
assessment.
• Opinions gathered from lots of staff are sure to be
more persuasive.
• Not only manager should make assessments on its
staff performance but other colleagues should do, too.
• People who undervalue themselves are often
motivated by feedback from others.
• If more staff takes part in the process of performance
appraisal, the organizational culture of the company
will become more honest.

6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set
objectives and statements about the employee's
behavior. For example, leadership skills, on-
time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait
mentioned in the checklist, he puts a tick in
front of it. If he thinks the employee doesn't
have a particular trait he will leave it blank and
mentions about it in the improvement column.
Weighted checklist is a variation of the
checklist method where a value is allotted to
each question. The value of each question can
differ based on its importance. The total score
from the checklist is taken into consideration
for evaluating the employee's performance. It
poses a strong threat of bias on the appraiser's
end. Though this method is highly time-
consuming and complex, it is widely used for
performance evaluation.

Contd…
Advantages and disadvantages of
weighted checklist
• This method help the manager in
evaluation of the performance of the
employee.
• The rater may be biased in
distinguishing the positive and negative
questions. He may assign biased weights
to the questions.
• This method also is expensive and time
consuming.
• It becomes difficult for the manager to
assemble, analyze and weigh a number of
statements about the employee’s
characteristics, contributions and
behaviors.

7.Graphic Rating Scale Method
Graphic rating scale is one of the most
frequently used performance evaluation
methods. A simple printed form enlists
the traits of the employees required for
completing the task efficiently. They are
then rated based on the degree to which
an employee represents a particular trait
that affects the quantity and quality of
work. A rating scale is adopted and
implemented for judging each trait of the
employee. The merit of using this method
is that it is easy to calculate the rating.
However, a major drawback of this
method is that each characteristic is given
equal weight and the evaluation may be
subjective.

Contd…
Advantages and Disadvantage of the rating
scales
Advantages of the rating scales
• Graphic rating scales are less time
consuming to develop.
• They also allow for quantitative
comparison.
Disadvantages of the rating scales
• Different supervisors will use the same
graphic scales in slightly different ways.
• One way to get around the ambiguity
inherent in graphic rating scales is to use
behavior based scales, in which specific work
related behaviors are assessed.
• More validity comparing workers ratings
from a single supervisor than comparing two
workers who were rated by different
supervisors.

8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation,
namely, the simple ranking method and the paired
comparison method. In the simple or straight ranking
method the employee is rated by the evaluator on a scale
of best to worst. However, the evaluator may be biased
and may not judge the overall performance effectively
in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall
performance of one individual is directly compared with
that of the other on the basis of a common criterion.
This comparison is all evasive and not job-specific.
While some employees emerge as clear front runners,
there are others who seem to be lagging behind. This is
not a popular evaluation system as employers do not
want to encourage discrimination. This is useful in
companies which have a limited number of promotions
or funds.

Contd…
Steps to conduct paired comparison analysis
• List the options you will compare (elements
as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to
row second, cell first from left and A to row
first, cell second from left; B to row third,
cell first from left and B to row first, cell
third from left etc; column seventh is total
point.
• Identify importance from 0 (no difference)
to 3 (major difference).
• Compare element “A” to B, C, D, E and
place “point” at each cell.
• Finally, consolidate the results by adding up
the total of all the values for each of the
options. You may want to convert these
values into a percentage of the total score.

9.Forced Choice Method
In this method, the appraiser is asked to
choose from two pairing statements
which may appear equally positive and
negative. However, the statements dictate
the performance of the employee. An
excellent example of this can be "works
harder" and "works smarter". The
appraiser selects a statement without
having knowledge of the favorable or the
unfavorable one. This method works in
companies where the appraiser shows a
tendency to under-evaluate or over-
evaluate the employees. Also, it is very
costly to implement and does not serve
the purpose of developing the employees.
It can also frustrate the appraiser as he
does not know which is the right option.

10.Forced Distribution Method
In this method, the appraiser rates
employees according to a specific
distribution. For example, out of a set of 5
employees, 2 will get evaluated as high, 2
will get evaluated as average while 1 will
be in the low category. This method has
several benefits as it tries to eliminate the
leniency and central tendency of the
appraiser. However, its biggest drawback
is the fact that it encourages
discrimination among the employees.
Another major problem with this method
is that it dictates that there will be forced
distribution of grades even when all the
employees are doing a good job.

Contd…
Advantages and disadvantages of forced
Ranking
Advantages:
• They force reluctant managers to make
difficult decisions and identify the most and
least talented members of the work group.
• They create and sustain a high performance
culture in which the workforce continuously
improves.
Disadvantages
• They increase unhealthy cut-throat
competitiveness;
• They discourage collaboration and
teamwork;
• They harm morale;
• They are legally suspect giving rise to age
discrimination cases.

11.Essay Evaluation Method
In the essay method of evaluation the
appraiser writes an elaborate statement
about the employee who is being
evaluated. He mentions the employee's
strengths and weaknesses. He also suggests
ways to improve his performance and
appreciates the good qualities. This essay
can be prepared by the appraiser alone or
together with the employee. As the criteria
for evaluation is not defined, it helps the
appraiser to focus on the areas that actually
need improvement. This open-ended
method accords flexibility and eliminates
rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-
consuming and subjective method, and
may not necessarily work for the benefit of
the organization.

Contd…
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the
essay provides a good deal of information about the
employee and also reveals more about the evaluator. The
essay evaluation method however, suffers from the
following limitations:
It is highly subjective; the supervisor may write a biased
essay. The employees who are sycophants will be
evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on
employee performance. Others may be superficial in
explanation and use flowery language which may not
reflect the actual performance of the employee. It is very
difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay.
A busy appraiser may write the essay hurriedly without
properly assessing the actual performance of the worker.
On the other hand, appraiser takes a long time, this
becomes uneconomical from the view point of the firm,
because the time of the evaluator (supervisor) is costly.

12.Performance Test and Observation Method
This method deals with testing the knowledge
or skills of the employees. It can be
implemented in the form of a written test or
can be based on the actual presentation of
skills. The test must be conceived by the
human resources department and conducted
by a reliable evaluator who has in-depth
knowledge about the field of the test. There
can be bias if the performance is evaluated on
the presentation of skills. However, a written
test can be a reliable yardstick to measure the
knowledge. Tests will also enable the
management to check the potential of
employees. However, if the human resources
department decides to outsource the
compilation of the test, it may incur
additional cost for the organization.

Top 12 performance appraisal methods

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