Which method requires raters to evaluate employees on some absolute standard?
The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Show
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
Limitations of Ranking Method
Forced Distribution methodThis is a ranking technique where raters are required to allocate a certain percentage of rates to certain categories (eg: superior, above average, average) or percentiles (eg: top 10 percent, bottom 20 percent etc). Both the number of categories and percentage of employees to be allotted to each category are a function of performance appraisal design and format. The workers of outstanding merit may be placed at top 10 percent of the scale, the rest may be placed as 20% good, 40% outstanding, 20% fair and 10% fair. Advantages of Forced Distribution
Limitations of Forced Distribution
Employees who feel that they are productive, but find themselves in lower grade(than expected) feel frustrated and exhibit over a period of time reluctance to work. Critical Incident techniquesUnder this method, the manager prepares lists of statements of very effective and ineffective behaviour of an employee. These critical incidents or events represent the outstanding or poor behaviour of employees or the job. The manager maintains logs of each employee, whereby he periodically records critical incidents of the workers behaviour. At the end of the rating period, these recorded critical incidents are used in the evaluation of the worker’s performance. Example of a good critical incident of a Customer Relations Officer is :March 12 - The Officer patiently attended to a customers complaint. He was very polite and prompt in attending the customers problem. Advantages of Critical Incident techniques
Limitations of Critical Incident techniques
Checklists and Weighted ChecklistsIn this system, a large number of statements that describe a specific job are given. Each statement has a weight or scale value attached to it. While rating an employee the supervisor checks all those statements that most closely describe the behaviour of the individual under assessment. The rating sheet is then scored by averaging the weights of all the statements checked by the rater. A checklist is constructed for each job by having persons who are quite familiar with the jobs. These statements are then categorized by the judges and weights are assigned to the statements in accordance with the value attached by the judges. Advantages of Checklists and Weighted Checklists
Limitations of Checklists and Weighted Checklists
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View All Articles Authorship/Referencing - About the Author(s)The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url. Which method is used for employee evaluation?Traditional Methods of Performance Appraisal
Essay Appraisal. Paired Comparison. Checklist Method. Critical Incidents Method.
What is an absolute standard appraisal method?Absolute ratings are a type of performance appraisal method that compares an employee's performance to the firm's standards. Instead of comparing coworkers, evaluation is done on an individual basis. These ratings can be established through work sampling research, production data, or expert opinions.
In which method the employees are evaluated by a group of evaluators?360-Degree Performance Appraisal
It incorporates feedback not only from managers, but from peers, direct reports, and higher-level supervisors the employee frequently works with.
What are the methods of rating?Rating Methods Overview. Graphic rating scale.. Global Rating.. Essay Method.. Behavioural anchored rating scales (BARS). Management by objectives.. |