Top-Rated Free Essay
Preview

Absolute Appraisal Method

Satisfactory Essays
382 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Absolute Appraisal Method
The Absolute Standards Approach is an appraisal method used to assess the performance of employees by presenting a detailed description of the employees’ actual behavior in comparison to a certain set of standards. In this type of appraisal format, the appraisers compare the employees to a certain set of standards, which may come in the form of checklists, rating scales, etc, rather than to other employees within the organization.

The Absolute Standard Appraisal method has 4 techniques: Checklists, Essays, Critical Incidents, and Behaviorally Anchored Rating Scales.

Checklist is the most common technique used by companies. It is a rating containing statements describing both effective and ineffective job behaviors. Behavioral checklists are well suited to employee development because they focus on behaviors and results, and use absolute instead of comparative standards. An advantage of using checklists is that evaluators are asked to describe rather than evaluate a subordinate’s behavior. The supervisor weighs the high and low points on his list and comes up with an overall rating for employee performance. On the other hand, a disadvantage of using checklists is the money and time it can consume for the construction of its instruments.

The essay method is a written narrative assessment for employee performance. The employers indicate the subordinate’s strengths, weaknesses, potentials and areas of improvement in the workplace. A disadvantage of essay appraisals is that they can be very time-consuming, and to a large extent, unstructured. It may also come as discriminatory and susceptible to evaluator bias, which may misrepresent the real picture of the employee or the performance.
Critical Incidents are specific behaviors essential to doing a job successfully. Behavioral traits that employees exhibit in the workplace - both effective and ineffective, are documented in writing. Employers then analyze these incidents from which a checklist is developed, indicating employee’s critical incidents that either needs praise for successful performance or training for further improvement. Behaviorally anchored rating scales (BARS) are rating scales, which define scale points with specific behavior statements that describes the varying degrees of performance. The scales represent a set of descriptive statements, ranging from the least to the most effective. It combines the elements from critical incident and graphic rating scale approaches. The evaluator must then indicate which behavior on each scale best describes the employee's performance.

You May Also Find These Documents Helpful

  • Better Essays

    An effective performance evaluation system is based on accurate performance standards that are easily defined, measured, and standardized for all employees. Behavioral evaluations are based on observable aspects of performance while trait evaluation involves personal judgment regarding characteristics of an employee related to performance. Some examples of trait appraisals would be initiative, leadership, and attitude. Behavioral evaluation is based on whether or not an employee is actively aware and proactive in developing procedures to improve the organization. It is also necessary to evaluate the specific job related criteria needed to perform the activity. In this case, the engineer is described as a bright and detail oriented person who has considerable experience in the industry.…

    • 1075 Words
    • 5 Pages
    Better Essays
  • Good Essays

    Performance appraisals can increase employee performance and improve the work environment. The performance appraisal is a detailed evaluation of the employee’s job performance. The work standards approach is a performance appraisal in which the evaluator and the staff member care the staff member’s performance to the objectives listed in the job description (Youssef, 2012). Despite the importance of the performance appraisal, both employees and management view the process as frustrating and unfair. This can be attributed to appraisal instruments that are not job related, have a confusing or unclear rating levels. This is viewed as subjective and biased by the employee (Mulvaney, 2012).…

    • 865 Words
    • 4 Pages
    Good Essays
  • Good Essays

    Every organization can have a successful employee performance appraisal system, it is important as managing your financial resources. Employee performance can have a profound effect on both financial and program components to any organization. Managers have to identify what the organizations goal are and how they can be accomplished, communicate these goals with all individuals make the goals clear and precise. Use these performances as a basis for appropriate personnel actions including rewarding performances and if need what action to improve less then successful performances. The Office of Personnel Management defines this process as:…

    • 854 Words
    • 4 Pages
    Good Essays
  • Satisfactory Essays

    behaviours for each job at every level in the company. This helps employees understand whether they…

    • 304 Words
    • 2 Pages
    Satisfactory Essays
  • Good Essays

    I met my grandson for the first time on May 10, 2007. I was standing there in the examining room looking at the monitor screen and looking at my grandson. I could see him moving from side to side and up and down. It was the most marvelous thing anyone can witness in his or her lifetime.…

    • 573 Words
    • 3 Pages
    Good Essays
  • Good Essays

    Performance Appraisal

    • 699 Words
    • 3 Pages

    1) relative and absolute judgments—compare an employee’s performance to the performance of other employees doing the same job. Provide a rank order. Or classifies employees into groups. it is let the supervisor to differentiate among their workers.(advantages).…

    • 699 Words
    • 3 Pages
    Good Essays
  • Powerful Essays

    References: Erven, B. (2009). Evaluating Performance and Providing Feedback to Employees. Retrieved on April 4, 2011 from http://aede.osu.edu/people/erven.1/hrm/employee_reviews.pdf…

    • 2049 Words
    • 9 Pages
    Powerful Essays
  • Good Essays

    Performance appraisal is considered a key tool for managerial needs of today’s organizations and is the process by which organizations evaluate job performance. A performance appraisal system usually requires a manager to rate each employee’s performance according to performance criteria’s that have already been established over a period of time. Performance appraisal systems also provide a basis for planning improvement as well as means for determining merit increases, transfers and even dismissals. The most important purpose or goal of the appraisal is to improve performance and hence productivity in the future. Performance appraisals allow employees to see where they are at and managers can get valuable information from employees to help them make employee's jobs more productive. As a result of appraisals, managers’ control over work and results may increase, problems can be identified early, employees are motivated by being allowed to input into and own their objectives, enhances communication, objective feedback given back to employees, facilitates decision making in regard to pay scale and promotion, centralized record of performances.…

    • 583 Words
    • 3 Pages
    Good Essays
  • Powerful Essays

    Critical Appraisal

    • 1663 Words
    • 7 Pages

    assess its validity, results, and relevance. (Hill, 2001) Critical appraisal of research is preformed by clinicians prior to using it to make healthcare decisions. The critical appraisal process systematically finds, appraises, and acts on evidence based research after thorough review. The use of critical appraisal also allows us to make sense of research evidence and allows us to begin to close the gap between research and practice. (Hill, 2001)…

    • 1663 Words
    • 7 Pages
    Powerful Essays
  • Powerful Essays

    Appraisal System

    • 16466 Words
    • 66 Pages

    Achieving Excellence in the Management of Human Services Organizations, by Peter M. Kettner.Copyright © 2002 by Allyn and Bacon, an imprint of Pearson Education, Inc.…

    • 16466 Words
    • 66 Pages
    Powerful Essays
  • Satisfactory Essays

    Critical Appraisal

    • 270 Words
    • 1 Page

    A weakness of “A Descriptive Study of the Partner’s Experiences of Living with Severe Heart Failure” are the demographics of the partners’ sample. Convenience sampling was used in this study. The sample size was small and consisted of only 14 partners. 92.9% of the sample were married to the patient and Caucasian; 78.6% of them were women. The sample lacked ethnic diversity. The sample should have also included children and other significant others. The mean age of the sample of partners was 64.85 +/- 7.68 years ( Imes et.al, 2011). Convenience sampling offers a small opportunity to control biases; and therefore is a weak approach (Grove et. al, 2013).…

    • 270 Words
    • 1 Page
    Satisfactory Essays
  • Powerful Essays

    Performance Management

    • 1921 Words
    • 8 Pages

    This appraisal form, also referred to as an instrument, is a generic assessment instrument which could be applied to most positions, both non-managerial and managerial. Basically, this form consists of two main parts. In correspondence with each part, different assessment sources are used. For example, part A uses self assessment source. In this part, assessees are required to evaluate themselves. Part B uses supervisory assessment sources. This part will be completed by assessors through performance review meetings with assessees. The review meetings have the 'problem solving ' style with the placement of open discussions between assessors and assessees to identify the strengths and weaknesses of assessees (section B2, B3 and B4), and then to find out the solutions to assessees ' performance problems (section B5, B6, B7 and B8).…

    • 1921 Words
    • 8 Pages
    Powerful Essays
  • Best Essays

    Critical Appraisal

    • 2364 Words
    • 10 Pages

    The purpose of this report is to conduct a critical appraisal of a published article.…

    • 2364 Words
    • 10 Pages
    Best Essays
  • Satisfactory Essays

    Business Law

    • 408 Words
    • 2 Pages

    The first is the narrative essay is a rating system in which a rater describes in writing the weaknesses, potentials, suggestions and strengths (2005). Simple ranking is a number rankings system of all employees that are listed as “best” to “worst.” Alternation ranking system is when all employees are listed on a piece of paper. The rater than picks which employees rank as best employee and which employees rank as worst. Paired comparison is based on the systematic method (2005). Employees are compared with every other employee usually based on terms of an overall category. Forced distribution is where overall distributions are forced into a normal or bell shaped curve to show where certain employees rank(Cascio, 2005). The behavior checklist is a series of statements that describe job-related behavior. In a series of questions the employee checks which one is most significant. These are just some of the ranking systems that are used for behavior-oriented results.…

    • 408 Words
    • 2 Pages
    Satisfactory Essays
  • Better Essays

    Critical appraisal

    • 1002 Words
    • 4 Pages

    Critical appraisal of a research study demonstrates an understanding of the research study being conducted. This paper will review a qualitative research study designed to explore the lived experience of lay presence during adult cardiopulmonary resuscitation (CPR) in primary and secondary environments of care from a healthcare provider’s (HCP) perspective. The in-depth critical appraisal will include the problem statement, purpose, research questions, literature review and conceptual framework.…

    • 1002 Words
    • 4 Pages
    Better Essays