Meaning of Appraisal Methods.

Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be confined to past as well as potential performance also. The second definition is more focused on behaviors as a part of assessment because behaviors do affect job results.

The appraisal methods enable an organization to evaluate objectively the cost of implementing a project (or investment) and the returns that could be earned from the project (or investment).

In this way, the appraisal methods help organizations to choose the most profitable and feasible project from a pool of numerous projects. Selection of right project is highly critical for the financial well-being of any organization. The organization has to make huge investment at the beginning in order to get good return over a long period of time. Poor appraisal of any project may lead under-investment (which results in under-utilization of organization’s resources leading to decline in market position) or over-investment (which causes excessive strain on organization’s resources, expenses exceed the income).


Use of Performance Appraisals:-

1. Promotions.

2. Confirmations.

3. Training and Development.

4. Compensation reviews.

5. Competency building.

6. Improve communication.

7. Evaluation of HR Programs.

8. Feedback & Grievances.


Performance Appraisal Process:-

1. Objectives definition of appraisal.

2. Job expectations establishment.

3. Design an appraisal program.

4. Appraise the performance.

5. Performance Interviews.

6. Use data for appropriate purposes.

7. Identify opportunities variables.

8. Using social processes, physical processes, human and computer assistance.


Broadly all methods of appraisals can be divided into two different categories:-

a) Past Oriented Methods.

b) Future Oriented Methods.


Past Oriented Methods:-

1. Rating Scales.

2. Checklist.

3. Forced Choice Method.

4. Forced Distribution Method.

5. Critical Incidents Method.

6. Behaviorally Anchored Rating Scales.

7. Field Review Method.

8. Performance Tests & Observations.

9. Confidential Records.

10. Essay Method.

11. Cost Accounting Method.

12. Comparative Evaluation Method (Ranking & Paired Comparisons).

13. Ranking Methods.

14. Paired Comparison Methods.


Future Oriented Methods:-

1. Management By Objectives.

2. Psychological Appraisals.

3. Assessment Centers.

4. 360-Degree Feedback.
 
Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be confined to past as well as potential performance also. The second definition is more focused on behaviors as a part of assessment because behaviors do affect job results.

The appraisal methods enable an organization to evaluate objectively the cost of implementing a project (or investment) and the returns that could be earned from the project (or investment).

In this way, the appraisal methods help organizations to choose the most profitable and feasible project from a pool of numerous projects. Selection of right project is highly critical for the financial well-being of any organization. The organization has to make huge investment at the beginning in order to get good return over a long period of time. Poor appraisal of any project may lead under-investment (which results in under-utilization of organization’s resources leading to decline in market position) or over-investment (which causes excessive strain on organization’s resources, expenses exceed the income).


Use of Performance Appraisals:-

1. Promotions.

2. Confirmations.

3. Training and Development.

4. Compensation reviews.

5. Competency building.

6. Improve communication.

7. Evaluation of HR Programs.

8. Feedback & Grievances.


Performance Appraisal Process:-

1. Objectives definition of appraisal.

2. Job expectations establishment.

3. Design an appraisal program.

4. Appraise the performance.

5. Performance Interviews.

6. Use data for appropriate purposes.

7. Identify opportunities variables.

8. Using social processes, physical processes, human and computer assistance.


Broadly all methods of appraisals can be divided into two different categories:-

a) Past Oriented Methods.

b) Future Oriented Methods.


Past Oriented Methods:-

1. Rating Scales.

2. Checklist.

3. Forced Choice Method.

4. Forced Distribution Method.

5. Critical Incidents Method.

6. Behaviorally Anchored Rating Scales.

7. Field Review Method.

8. Performance Tests & Observations.

9. Confidential Records.

10. Essay Method.

11. Cost Accounting Method.

12. Comparative Evaluation Method (Ranking & Paired Comparisons).

13. Ranking Methods.

14. Paired Comparison Methods.


Future Oriented Methods:-

1. Management By Objectives.

2. Psychological Appraisals.

3. Assessment Centers.

4. 360-Degree Feedback.

Hey friend, as we know that performance appraisal is the evolution and examination of performance of an employee. Well, i am also uploading a document where you would find more detailed information on performance appraisal.
 

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