21-11-2012, 01:43 PM
Methods of Performance Appraisal
Methods of Performance.ppt (Size: 807.5 KB / Downloads: 35)
Graphic Rating Scale (GRS)
Also called as linear rating scale or simple rating scale
This method lists a set of performance factors such as job knowledge, work quality, cooperation that the supervisor uses to rate employee performance using an incremental scale.
Paired Comparison Method
In paired comparison the supervisor compares each employee with every other employee in the group and rates each as either superior or weaker of the pair. After all comparisons are made, each employee is assigned a summary or ranking based on the number of superior scores received.
Critical Incident Method
Unusual event that denotes superior or inferior employee performance in some part of the job
keep a record of:
critical incident
work-related behaviors
ratee’s involvement in it
The process
A job is broken into various general dimensions. Each dimension is followed by some space where the rater has to write an essay on that dimension
These essays concentrate on performance strengths and weaknesses, identify developmental needs and also suggest courses of remedial action
These essays can either be composed alone or in collaboration with the appraisee.
Steps in BARS development
Generate Critical Incidents: Ask persons who know the job (job holders, supervisors) to describe specific illustrations of effective and ineffective performance.
Develop Performance Dimensions: Cluster the incidents into a smaller set of 5 or 10 performance dimensions
Reallocate Incidents: Another group of experts reallocate the original critical incidents.
They get the cluster and critical incidents in a jumbled manner
They reassign each incident to the cluster they think it fits best.