TRADITIONAL

METHODS FOR
PERFORMANCE
APPRAISAL
MERITS AND DEMERITS
 TABLE OF CONTENT
• INTRODUCTION

• TRADITIONAL METHODS DIAGRAM

• RANKING METHOD (EXAMPLES, MERITS AND DEMERITS)

• PAIRED COMPARISON METHOD (EXAMPLES, MERITS AND DEMERITS)

• GRADING METHOD (EXAMPLES, MERITS AND DEMERITS)

• FORCED DISTRIBUTION METHOD (EXAMPLES, MERITS AND DEMERITS)

• FORCED CHOICE METHOD (EXAMPLES, MERITS AND DEMERITS)

 TABLE OF CONTENT
• CHECKLIST METHOD (EXAMPLES, MERITS AND DEMERITS)

• GRAPHIC SCALE METHOD (EXAMPLES, MERITS AND DEMERITS)

• ESSAY METHOD (EXAMPLES, MERITS AND DEMERITS)

• CRITICAL INCIDENT METHOD (EXAMPLES, MERITS AND DEMERITS)

• FIELD REVIEW METHOD (EXAMPLES, MERITS AND DEMERITS)

• CONFIDENTIAL REPORT (EXAMPLES, MERITS AND DEMERITS)

• CONCLUSION

• REFERENCES
 INTRODUCTION
WHAT IS PERFORMANCE APPRAISAL
• EVALUATING THE PERFORMANCE OF EMPLOYEES FOR AN
ORGANISATION
HOW PERFORMANCE APPRAISALS WORK
• PROVIDING FEEDBACK BY HUMAN RESOURCES EXPERT
• TRAINING OF EMPLOYEES
TRADITIONAL METHOD
• OLD METHOD OF STUDYING EMPLOYEES’ SKILLS
TRADITIONAL METHODS
Critical Ranking
Incident Method

Paired
Confidential Comparison
Report

Field Review Grading

Merits and
Demerits method

Essay
metho Forced
Distribution
d

Graphic
scale Checklist Forced
method Method
Choice
Method
RANKING METHOD
Ranking method is the simplest form of job evaluation method.
The method involves ranking each job relative to all other jobs.The
following steps are involved in ranking jobs:
1) Obtain job information
2) Select raters and job to be rated
3) Select compensable factors
4) Rank jobs
5) Combine rating
For example : Traits like punctuality and
dress code can be taken in consideration:
RANKING METHOD
MERITS DEMERITS

• IDENTIFIES THE TOP • DISCRIMINATION AMONG

PERFORMERS EMPLOYEES

• IMPROVES PRODUCTIVITY • CREATES DISAGREEMENT

AND PROFITABILITY AND JEALOUSY BETWEEN
EMPLOYEES
• FORCES MANAGER TO
THINK ABOUT THEIR OWN
BEHAVIOR
PAIRED COMPARISON METHOD
The Paired Comparison Method is a useful decision-making tool that describes
values and compares them. When you have several options that are far apart, it can
be tough to choose the ideal one.
The procedures are as follows:
1)Creating table
2)Assigning letters
3)Blocking cells
4)Comparing options
5)Rating options
6)Listing result
PAIRED COMPARISON METHOD

MERITS DEMERITS

• IDENTIFIES THE TOP • IMPRACTICAL

PERFORMERS
• TIME CONSUMING
• IMPROVES PRODUCTIVITY
AND PROFITABILITY • DOES NOT ALLOW FOR
MEASUREMENT OF
• FORCES MANAGER TO SPECIFIC WORK
THINK ABOUT THEIR OWN COMPONENTS
BEHAVIOR
GRADING METHOD
This type of performance appraisal has specific grades defined with characteristics that need to be demonstrated
for an employee to be allocated that grade. The grading method specifies how a single attempt of the activity will
be graded.
 GRADING METHOD
MERITS DEMERITS
• REDUCE MISCLASSIFICATION OF • DEPENDS ON JUDGEMENT OF THE
STUDENTS BASED ON GRADES EVALUATOR

• ENDS COMPETITIVE BEHAVIOR • DOES NOT TAKE EMPLOYEE

AMONG TOP ACHIEVERS PERFORMANCE INTO
CONSIDERATION
• ALLEVIATE SOCIETAL PRESSURE
LEADING TO GREATER FLEXIBILITY • EMPLOYEES’ GRADING ARE DONE
HIGHLY BY MANAGERS
• CREATES A BETTER LEARNING
ENVIRONMENT

• LEARNING BECOMES ENJOYABLE

AND STRESS-FREE
 FORCED DISTRIBUTION METHOD
MERITS DEMERITS

• QUICK AND EASY • IMPACT ON

WORK
• EQUAL EVALUATION ENVIRONMENT
PROCESS
• FORCED
• IDENTIFICATION OF VISIBILITY
FUTURE FRONT-LINE
• NEGATIVE
LEADERS
INFLUENCE ON
INNOVATIVE
• IDENTIFICATION OF EMPLOYEES
LOW AVERAGE AND
LOW PERFORMERS

• EMPLOYEES ARE
ASSESSED FAIRLY; NO
FAVOURITISM
FORCED CHOICE METHOD
MERITS DEMERITS

• ABSENCE OF • STATEMENTS MAY

PERSONAL BE WRONGLY
BIASES FORMED

• TIME CONSUMING

• INEFFECTIVE
COMMUNICATION
CHECKLIST METHOD
MERITS DEMERITS

• PREVENT LACK OF DETAILED

EXTREME RATINGS EXPLANATIONS

• AVOID TIME CONSUMING

DISCRIMINATION AND UNECONOMICAL

• ENSURES CLARITY

• IMPROVES
ORGANISATION
 GRAPHIC SCALE METHOD

A graphic rating scale (sometimes called a Likert scale) is a performance appraisal method
that lists desired traits and behaviors for each role, then rates workers on each of those on
a numbered scale. ...

On a scale of 1-5, a score of 1 would usually signify that the behavior is non-existent in the
employee
 GRAPHIC SCALE METHOD

Tipsfor an Effective Graphic Rating Scale

1. Make your questions as objective as possible. ...
2. Clearly define criteria and desired outcomes.
3. Stick to behaviorally based question
GRAPHIC SCALE METHOD
MERITS DEMERITS

• EASY TO UNDERSTAND • DIFFICULT TO

AND IS UNDERSTAND
STRAIGHTFORWARD EMPLOYEES’ STRENGTHS

• QUANTIFYING • LEAD TO JUDGEMENTAL

BEHAVIOURS MAKE ERROR
APPRAISAL SYSTEM
EASIER • STRENGTH OF EMPLOYEES
MIGHT NOT BE EASILITY
• CHEAP AND IS EASILY DETERMINED
DEVELOPED
 ESSAY METHOD

The essay method, sometimes known as the “free-form method,” is a performance review
system where a superior creates a written review of the employee’s performance.

These essays are meant to describe and record an employee’s strengths and weaknesses
in job performance, identifying problem areas and creating a plan of action to remedy them
 ESSAY METHOD
MERITS DEMERITS

• GIVES FULL EXPLANATION • DOES NOT GIVE

OF THE EMPLOYEE’S STATISTICAL RESULTS OF
PERFORMANCE ANY INQUIRY

• FACTORS RELATING TO • TIME CONSUMING

PERFORMANCE CAN BE
CONSIDERED • REQUIRES PROPER
WRITING SKILLS TO
• REMEDIAL ACTIONS DESCRIBE EMPLOYEE
TAKEN BY EMPLOYEE CAN BEHAVIOR
BE MENTIONED
CRITICAL INCIDENT METHOD
Critical Incident method is a research method in which the research participant is
asked to recall and describe a time when a behavior, action, or occurrence impacted
(either positively or negatively) a specified outcome (for example, the accomplishment of
a given task)

A critical incident appraisal focuses on the essential behaviors that determine whether a
task is done well or poorly. Documentation in this case involves briefly summarizing
situations (incidents) that demonstrate either successful or unsuccessful behavior and
outcomes
CRITICAL INCIDENT METHOD
 FIELD REVIEW METHOD
MERITS
• REDUCES POSSIBILITY OF BIAS ON
BEHALF OF SUPERVISOR
• TENDENCY TO GIVE HIGHER RATINGS TO
EMPLOYEES BY SUPERVISORS
• ALLOWS MORE CONSISTENT AND
STANDARDISED METHOD OF RATING
ACROSS ORGANISATIONS
• PERFORMANCE APPRAISAL PROCESS IS
COMPLETED ON TIME
DEMERITS
• RATER IS NOT ACQUAINTED WITH
EMPLOYEE’S WORK ENVIRONMENT
• DIFFICULT TO MONITOR EMPLOYEE’S
ACTUAL BEHAVIOURS
• TIME CONSUMING
• INADEQUATE UNDERSTANDINGS OF THE
TECHNICALITIES OF JOB ROLE
• INTERVENTION BY HR PERSONNEL IS
VIEWED AS INTERFERENCE BY THE
SUPERVISOR
• SUPERVISORS NOT WILLING TO DISCLOSE
FACTS ABOUT THEIR TEAMS
 CONFIDENTIAL REPORT
MERITS
• USEFUL METHOD AS INFORMATION
RELATED TO EMPLOYEE
PERFORMANCE KEPT
CONFIDENTIAL
• ASSIST GOVERNMENT
ORGANISATIONS IN TAKING
DECISIONS ON TRANSFERS AND
PROMOTIONS
• DETAILED AND QUALITATIVE
ASSESSMENT
DEMERITS
• BIAS AND PREJUDICE
• RATINGS ARE MANIPULATED
• NOT TARGETED TOWARDS
IMPROVING PERFORMANCE
• FEEDBACK IS RARELY SHARED
• HIGHLY OPEN TO SUBJECTIVE
JUDGEMENTS AND OPINIONS
• THIS METHOD IS CRITISED FOR
PROMOTING NEPOTISM
CONCLUSION
• PERFORMANCE APPRAISAL IS VITAL

• ANALYSIS OF THE MERITS AND DEMERITS IMPORTANT FOR TAKING

BETTER DECISIONS
THANK YOU FOR YOUR ATTENTION
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