(Tools
of ) Performance appraisal methods include 11 appraisal methods /
types as follows:
1. Critical incident method
This
format of performance appraisal is a method which is involved
identifying and describing specific incidents where employees did something
really well or that needs improving during their performance period.
2. Weighted checklist method
In
this style, performance appraisal is made under a method where the
jobs being evaluated based on descriptive statements about effective and
ineffective behavior on jobs.
3. Paired comparison analysis
This
form of performance appraisal is a good way to make full use of the
methods of options. There will be a list of relevant options. Each option is in
comparison with the others in the list. The results will be calculated and
then such option with highest score will be mostly chosen.
4. Graphic rating scales
This
format is considered the oldest and most popular method to assess the
employee’s performance.
In
this style of performance appraisal, the management just simply does
checks on the performance levels of their staff.
5. Essay Evaluation method
In
this style of performance appraisal, managers/ supervisors are required to
figure out the strong and weak points of staff’s behaviors. Essay evaluation
method is a non-quantitative technique. It is often mixed with the method the
graphic rating scale.
6. Behaviorally anchored rating scales
This
formatted performance appraisal is based on making rates on behaviors
or sets of indicators to determine the effectiveness or ineffectiveness of
working performance. The form is a mix of the rating scale and critical
incident techniques to assess performance of the staff.
7. Performance ranking method
The performance
appraisal of ranking is used to assess the working performance of
employees from the highest to lowest levels.
Managers
will make comparisons of an employee with the others, instead of making
comparison of each employee with some certain standards.
8. Management By Objectives (MBO) method
MBO
is a method of performance appraisal in which managers or employers
set a list of objectives and make assessments on their performance on a regular
basis, and finally make rewards based on the results achieved. This method
mostly cares about the results achieved (goals) but not to the way
how employees can fulfill them.
9. 360 degree performance appraisal
The
style of 360 degree performance appraisal is a method that
employees will give confidential and anonymous assessments on their colleagues.
This post also information that can be used as references for such methods
of performance assessments of 720, 540, 180…
10.Forced ranking (forced distribution)
In
this style of performance appraisal, employees are ranked in terms of
forced allocations.
For instance,
it is vital that the proportions be shared in the way that 10 or 20 % will be
the highest levels of performances, while 70 or 80% will be in the middle
level and the rest will be in the lowest one.
11. Behavioral Observation Scales
The
method based on the scales of observation on behaviors is the one in which
important tasks that workers have performed during their working time will be
assessed on a regular basis.
For more details of each methods, pls click here: http://www.humanresources.hrvinet.com/performance-appraisal-methods/
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