Different Types of Performance Appraisal
Content
Different types of performance appraisal
In this file, you can ref useful information about different types of performance appraisal such as
different types of performance appraisal methods, different types of performance appraisal tips,
different types of performance appraisal forms, different types of performance appraisal phrases
… If you need more assistant for different types of performance appraisal, please leave your
comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting different types of performance appraisal
==================
Different types of performance appraisal may be of the following types:
Individual appraisal
The shortcomings of individual appraisal are apparent. It is one man’s opinion and may be
biased. Companies with formal plans usually protect themselves by ensuring to it that if
individual appraisal is used, the results are reviewed in some formal way by the superior of the
employee doing the appraisal. This serves as a definite check against the possibility of
irresponsible evaluation that may slip in to the record.
Employee
Group appraisal
In group appraisal, the judgment of the immediate superior is supplemented by the different
slants of other executives. The obvious advantages are counter points to most of the
disadvantages cited for individual appraisal.
Multiple appraisals
In multiple appraisals, the subordinate personnel is appraised independently by several other
qualified officers. The results of such multiple evaluations are generally consolidated by a staff
personnel.
Appraisal by subordinates
Here employees evaluate superiors. Pitfalls are obvious. In most cases, subordinates are in no
position to know what is really required of an executive. They may be too young or
inexperienced to realise the extent of their officer’s responsibilities.
==================
III. Performance appraisal methods
1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
2. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The “whole man” is compared with another
“whole man” in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.
6. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
III. Other topics related to Different types of performance
appraisal (pdf, doc file download)
• Top 28 performance appraisal forms
•performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
•performance appraisal phrases
•performance appraisal process
•performance appraisal template
•performance appraisal system
•performance appraisal answers
•performance appraisal questions
•performance appraisal techniques
•performance appraisal format
•performance appraisal templates
•performance appraisal questionnaire
•performance appraisal software
•performance appraisal tools
• performance appraisal interview
•performance appraisal phrases examples
•performance appraisal objectives
•performance appraisal policy
•performance appraisal letter
•performance appraisal types
•performance appraisal quotes
•performance appraisal articles
In this file, you can ref useful information about different types of performance appraisal such as
different types of performance appraisal methods, different types of performance appraisal tips,
different types of performance appraisal forms, different types of performance appraisal phrases
… If you need more assistant for different types of performance appraisal, please leave your
comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting different types of performance appraisal
==================
Different types of performance appraisal may be of the following types:
Individual appraisal
The shortcomings of individual appraisal are apparent. It is one man’s opinion and may be
biased. Companies with formal plans usually protect themselves by ensuring to it that if
individual appraisal is used, the results are reviewed in some formal way by the superior of the
employee doing the appraisal. This serves as a definite check against the possibility of
irresponsible evaluation that may slip in to the record.
Employee
Group appraisal
In group appraisal, the judgment of the immediate superior is supplemented by the different
slants of other executives. The obvious advantages are counter points to most of the
disadvantages cited for individual appraisal.
Multiple appraisals
In multiple appraisals, the subordinate personnel is appraised independently by several other
qualified officers. The results of such multiple evaluations are generally consolidated by a staff
personnel.
Appraisal by subordinates
Here employees evaluate superiors. Pitfalls are obvious. In most cases, subordinates are in no
position to know what is really required of an executive. They may be too young or
inexperienced to realise the extent of their officer’s responsibilities.
==================
III. Performance appraisal methods
1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
2. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The “whole man” is compared with another
“whole man” in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.
6. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
III. Other topics related to Different types of performance
appraisal (pdf, doc file download)
• Top 28 performance appraisal forms
•performance appraisal comments
• 11 performance appraisal methods
• 25 performance appraisal examples
•performance appraisal phrases
•performance appraisal process
•performance appraisal template
•performance appraisal system
•performance appraisal answers
•performance appraisal questions
•performance appraisal techniques
•performance appraisal format
•performance appraisal templates
•performance appraisal questionnaire
•performance appraisal software
•performance appraisal tools
• performance appraisal interview
•performance appraisal phrases examples
•performance appraisal objectives
•performance appraisal policy
•performance appraisal letter
•performance appraisal types
•performance appraisal quotes
•performance appraisal articles
