Professional Documents
Culture Documents
i. Appraiser makes the assessment. i. This method are very useful and exactly.
ii. Assessment may be on performance or These types of rating scales are
traits particularly effective for assessing
competencies, skills and abilities.
ii. BARS rating scales are highly valid and
job-related because important job
requirements are covered.
iii. Objective benchmarks are provided
against which observations can be rated,
therefore, there is less rating error than
when using other types of scales (e.g.
numeric).
i. This technique is more valid and formal i. It is based on the assumption that the
than complicated methods of appraisal. individual (employee) knows more than
anyone else about her/his own
capabilities, needs, strengths,
weaknesses and goals.
ii. A further advantage of MBO is that the
emphasis is on the future rather than on
the past. Appraisal thus becomes a
means to a constructive end
3. Critical incident method: 3.360 degree appraisal:
i. This often leads to communication that
i. This method provides an objective basis would not have occurred otherwise.
for conducting a thorough discussion of ii. This allows employees and employers alike
an employees performance. to receive a more complete estimate of
ii. This method avoids recency bias (most their abilities.
recent incidents are too much iii. The 360-degree appraisal focuses on the
emphasized) worker and on directly increasing the
effectiveness of employees.
iv. Companies that use 360-degree evaluations
properly have the ability to use the
feedback and starting position for further
employee coaching. Feedback support
allows employees to feel safe when giving
feedback, encouraging honesty and useful
criticism
i. The biggest drawback in this method is that i. Failure to give guidelines to goals.
it is difficult to combine and compare the ii. Danger of inflexibility.
essays as it may touch upon various aspects iii. Failure to teach philosophy of MBO.
of one’s performance and qualifications. iv. Managers competition may lead to tug of
ii. Another drawback is the variability of war.
length and content in the essays.
i. This method is very expensive and time i. It is not easy to implement this tool
consuming because it
ii. Rater may be biased in distinguishing ii. involves a lot of subjectivity.
the positive and negative questions. iii. •The tool is much more complex
iii. It becomes difficult for the manager to compared to the
assemble, analyze and weigh a number iv. other tools
of statements about the employees v. •The measures that need to be taken is
characteristics, contributions and contingent
behaviours. vi. upon the kind of environment, industry
and the
vii. business the organization is in.
viii. •A lot of refinement is still required to
be done so
ix. that it becomes understandable to every
x. stakeholder associated with the
organization.