characteristics of standard in performance appraisal
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1. Graphic rating scale (GRS) method
- GRS method is the most popular technique for appraising performance. This technique requires the rater to list a number of traits and a range of performance value for each traits.
2. Ranking method
- In this method, the employees are ranked from best to worst on a particular traits and then rank them from highest to the lowest.
3. Paired comparison method
- In this method for every trait, every subordinate is paired with and compared ‘to every other’ subordinate to indicate who is the better employee of the pair
4. Critical incident method
- This method requires the supervisor to keep a log book of each subordinate’s work-related behaviour. The supervisor and subordinate then meet periodically, and discuss the latter’s performance using the specific incidents as examples.
5. Narrative from
- The rater is required to write a brief narrative describing the employee’s performance. The rater is also required to write down critical examples and an improvement plan designed to aid the employee in understanding where his/her performance was good or bad, and for improving that performance
- GRS method is the most popular technique for appraising performance. This technique requires the rater to list a number of traits and a range of performance value for each traits.
2. Ranking method
- In this method, the employees are ranked from best to worst on a particular traits and then rank them from highest to the lowest.
3. Paired comparison method
- In this method for every trait, every subordinate is paired with and compared ‘to every other’ subordinate to indicate who is the better employee of the pair
4. Critical incident method
- This method requires the supervisor to keep a log book of each subordinate’s work-related behaviour. The supervisor and subordinate then meet periodically, and discuss the latter’s performance using the specific incidents as examples.
5. Narrative from
- The rater is required to write a brief narrative describing the employee’s performance. The rater is also required to write down critical examples and an improvement plan designed to aid the employee in understanding where his/her performance was good or bad, and for improving that performance
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