Performance Appraisal Tyes
PERFORMANCE APPRAISAL
Performance appraisal, also known as employee appraisal, is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). Performance appraisal is a part of career development.
Types include -
Behavioral Observation Scales
Behavioral Observation Scales is frequency rating of critical incidents that worker has performed.
• The BOS was developed by Latham & Wexley (1977) who believed that both graphic rating scales and BARS require supervisors to make vague judgments.
• The BOS is a list of critical incidents behaviors which the supervisor has to rate in terms of frequency.
2. Rating scales
We use 5 scales as follows to identify frequency of behavior.
• Never
• Seldom
• Sometimes
• Generally
• Always
3. Identification of critical incidents
Items indicate either desired or undesired aspects of work performance, for examples :
• Worker misses workdays ________
• Worker never needs her/his work to be double checked
FORCED RANKING (Forced distribution)
Definition of forced ranking (forced distribution)
Forced ranking is a method of performance appraisal to rank employee but in order of forced distribution.
For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom.
The top-ranked employees are considered “high-potential” employees and are often targeted for a more rapid career and leadership development programs.
In contrast, those ranked at the bottom are denied bonuses and pay increases. They may be given a probationary period to improve their performance.
2. Application of Forced Ranking
GE, Ford Motor, Conoco, Sun Microsystems, Cisco Systems, EDS, Enron and a host of other U.S. corporations have adopted similar policies of this method
3. Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult
Performance appraisal, also known as employee appraisal, is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). Performance appraisal is a part of career development.
Types include -
Behavioral Observation Scales
Behavioral Observation Scales is frequency rating of critical incidents that worker has performed.
• The BOS was developed by Latham & Wexley (1977) who believed that both graphic rating scales and BARS require supervisors to make vague judgments.
• The BOS is a list of critical incidents behaviors which the supervisor has to rate in terms of frequency.
2. Rating scales
We use 5 scales as follows to identify frequency of behavior.
• Never
• Seldom
• Sometimes
• Generally
• Always
3. Identification of critical incidents
Items indicate either desired or undesired aspects of work performance, for examples :
• Worker misses workdays ________
• Worker never needs her/his work to be double checked
FORCED RANKING (Forced distribution)
Definition of forced ranking (forced distribution)
Forced ranking is a method of performance appraisal to rank employee but in order of forced distribution.
For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom.
The top-ranked employees are considered “high-potential” employees and are often targeted for a more rapid career and leadership development programs.
In contrast, those ranked at the bottom are denied bonuses and pay increases. They may be given a probationary period to improve their performance.
2. Application of Forced Ranking
GE, Ford Motor, Conoco, Sun Microsystems, Cisco Systems, EDS, Enron and a host of other U.S. corporations have adopted similar policies of this method
3. Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult