Graphic Rating Scale: It is widely used performance assessment tool in which the predefined rating sca le is mentioned in the

form. The Rating Scale is a form on which the manager si mply checks off the employee s level of performance. Graphic rating scale covers alm ost all performance related aspects starting from job knowledge to behavioural a spect of the candidate. The scale mentions scale from 1 to 7 or excellent to ex tremely poor, whichever company finds strategic. In our case for assessment of Ms. Prachee Jindal the graphic rating scale can be used with various aspects of job performance. It should be rated from 1 to 7 wh ich means Extremely Poor(1), Poor (2), Below Average(3), Average(4), Above Avera ge(5), Good(6), Excellent(7). On this scale various attributes of her performanc e like job knowledge, Attitude, Behaviour, Dependability, Problem resolving ski ll, Decision making skill etc. can be used in one single form. This form will b e filled up her manager to access the overall capacity of her. In this type of s cale, the overall picture will be presented in the assessment form rather than g iving only situation based analysis. There will be rating for each skill and the re all numbers will be summed up to generate single numerical value which will b e out of total maximum score. This number will be used for comparative analysis of performance of Ms. Prachee Jindal. Based on this situation only we can show her best performance as an individual b ut we cannot judge her overall comparative performance.

attributes Extremely poor (1) Poor(2) Below average(3) 4) Above average(5) Good(6) Excellent(7) Job knowledge 7 Initiative 7 Attitude 7 Quality of work 7 Overall output 7 Judgment 7

Average(

Behaviour rating scale This method used to describe a performance rating that focused on specific behav iors or sets as indicators of effective or ineffective performance. It is a comb ination of the rating scale and critical incident techniques of employee perform ance evaluation. In our case for assessment of Ms. Prachee Jindal the Behaviour rating scale can be used with various aspects of job performance. Each behavior can rate at one o f 7 scales as follows Extremely poor (1 points). Poor (2 points), Below average (3 points), Average ( 4 p oints) , Above average (5 points) , Good (6 points), Extremely Good (7 point s). On this scale various attributes of her behavioural performance like Communi cate effectively, Treat people with respect, Passionate about outcome , Contribu te to business strategy can be measured. attributes Extremely poor (1) Poor(2) Below average(3) 4) Above average(5) Good(6) Excellent(7) Average(

Communicate effectively Treat people with respect 7 Passionate about outcome 7 Contribute to business strategy 7 Critical incidents method

Critical incidents method for performance appraisal is a method in which the man agers writes down positive and negative performance behavior of employees throug hout the performance year. The managers logs on each employee whereby he periodi cally records critical incidents of the workers behavior. In our case for assessment of Ms. Prachee Jindal s performance the Critical incident method can be used.