Performance Appraisal is the methodical assessment of the performance of employees and to understand the abilities of a person for further development and progress. It is also known as performance rating, performance evaluation, employee assessment, performance review, merit rating, etc.
Methods of Performance Appraisal: The methods of performance appraisal are given below
Checklists methods: In its simplest form, the checklist is a list of descriptive statements and/or adjectives describing job-related behavior. If the evaluator perceives the employee as possessing a particular trait, the item is checked. If the evaluator perceives the employee as possessing a particular trait, the item is left bank.
Weighted checklist: The checklist described above evenly weighted each item. When this type of weighting scheme is no appropriate, a weighted checklist can be used.
Graphics rating scale: One of the most widely used performance evaluation formats is the graphics rating scale. First, graphics rating scales are easy to use. Evaluators can rate a large number of individuals in a short amount of time. Finally, they are simple to develop and change when needed.
Mixed standard scale: One variation of the graphic rating scale is the mixed standard scale. Instead of rating a behavior, such as attendance, the evaluator is given three conceptually.
Forced – choice scale: The forced – choice scale was designed to increase objectively and decrease subjectivity in ratings by camouflaging the “best” responses. Forced – choice ratings scales make padding ratings more difficult because raters are required to select an item from a pair of items that most closely reflects the individual being rated.
Critical incident methods: To use the critical incident method to appraise an individual’s performance, the evaluator keeps a journal of critical incidents for each individual being evaluated.
Ranking: To use this method, the evaluator places the employee in a specified group (e.g. all subordinates reporting to supervisor) in order from the “best” performer to the “worst” performer.
