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What are the Past Oriented Methods of Performance Appraisals?

Discuss the Past Oriented Methods of Performance Appraisals.

Answers

(a) Checklist
Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation.

Advantages
(i) Economical.

(ii) Ease of administration.

(iii) limited training required.

(iv) Standardization.

Disadvantages
(i) Raters biases,

(ii) Use of improper weighs by HR.

(iii) Does not allow rater to give relative ratings.

(b) Rating Scales.
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
(i) Adaptability.

(ii) Easy to use.

(iii) Low cost.

(iv) Every type of job can be evaluated.

(v) large number of employees covered.

(vi) No formal training required.

Disadvantages
(i) Rater’s biases

(c) Forced Choice Method
The series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false. The rater is forced to make a choice. HR department does actual assessment.

Advantages
(i) Absence of personal biases because of forced choice.

Disadvantages
(ii) Statements may be wrongly framed.

(d) Forced Distribution Method
Here employees are clustered around a high point on a rating scale. Rater is compelled to distribute the employees on all points on the scale. It is assumed that the performance is conformed to normal distribution.

(e) Critical Incidents Method
The approach is focused on certain critical behaviours of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents.

Advantages
(i) Evaluations are based on actual job behaviours.

(ii) Ratings are supported by descriptions

(iii) Feedback is easy.

(iv) Reduces recency biases.

(v) Chances of subordinate improvement are high.
Disadvantages
(i) Negative incidents can be prioritized,

(ii) Forgetting incidents.

(iii) Overly close supervision.

(iv) Feedback may be too much and may appear to be punishment.

(f) Behaviorally Anchored Rating Scales.
Statements of effective and ineffective behaviours determine the points. They are said to be behaviourally anchored. The rater is supposed to say, which behaviour describes the employee performance.

Advantages
(i) Helps overcome rating errors.

Disadvantages
(ii) Suffers from distortions inherent in most rating techniques.

maurice.mutuku answered the question on April 16, 2019 at 06:24

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What are the Past Oriented Methods of Performance Appraisals?

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