Professional Documents
Culture Documents
In this file, you can ref useful information about project on performance appraisal such as project
on performance appraisalmethods, project on performance appraisal tips, project on performance
appraisalforms, project on performance appraisal phrases If you need more assistant for
project on 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
Management by Objectives
Management by objectives, or MBOs, are useful for measuring the performance of employees in
supervisory or managerial positions. MBOs start with identifying employee goals, and from that
point the employee and her manager list the resources necessary to achieve those goals. The next
section of MBOs consists of the timelines for achieving each goal. Throughout the evaluation
period, the employee and her manager meet periodically -- quarterly is best -- to discuss the
employee's progress and to reset goals for which the employee needs additional time or resources
to complete. The employee's performance is measured by how many of her goals she
accomplished within the designated time frame.
Forced Ranking
Forced ranking earned a bad name from the time this method became popular during the reign of
GE's former CEO, Jack Welch. Welch advocated supervisors and managers ranking employees
into three groups. The top performers comprise roughly 20 percent of the workforce, average
performers 70 percent and the lowest-performing employees make up about 10 percent of the
workforce. Forced ranking measures employees' achievements against those of their peers,
instead of comparing the employee's current evaluation period against the employee's own past
performance. For this reason, forced ranking lends itself to creating a very competitive work
environment.
==================
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.
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 Raters biases
4. Checklist method
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