.

Result-based evaluation system

27-Mar-23 Proqress Through Quality

SASTRA
Performance Appraisal - Methods - Contd.,
" Rating scales
In this method, employees are rated according to pre-specified factors
. Evaluators record their assessment of the performance of the employees on a
rating scale.
Ascale actually lists a group of traits and
erakateange of performance expected for
by circling. in the evaluation
form, a scale of each factor that best describes his or her performance.

" Ranking method

In this method, each employee is ranked by the evaluator on the basis of his or
her relative worth to the organization, as compared to other employees.
Each evaluated employee secures a place in a ranking order ranging from
topmost to the worst for selected characteristics. The best employee in the list
is ranked the highest, and the poorest one is at the bottom for the same traits.

27-Mar-23
Proqress Through Quality

SASTRA Performance Appraisal - Methods - Contd..,

Paired comparison
In this method, two employees of a group are considered as a unit or pair.
On the basis of predetermined criteria, such as total performance, one
employee compared to another.
The process of comparing a pair of employees continues until all the
employees have been compared. Finally, the employee with the greatest
number of favourable responses in inter-person comparison gets the
highest ranking.
.Forced distribution
In this method, the evaluator is forced to assign the employees to various
performance categories like excellent, good, average, poor, etc., each th a
predetemined percentage.
. This method forces the weak managers to act against the poor performers.
However, it might affect the morale of the employees and keep them in
constant fear of their future.

27-Mar-23
Proqress Through Quality

SASTRA Performance Appraisal - Methods - Contd.,

Forced choice
" In this method, the evaluator has to evaluate the enployees with the help of a
series of statements (or list of traits).
" The series may contain both favourable and unfavourable statements.
" Each staterment carries weights or scores which may not be known to the
evaluator. The evaluator has to choose the most appropriate statement which
best represents the individual being evaluated.
Critical incident
" In this method, the supervisor is required to keep a written record of positive
and negative work-related actions of the employees
During the evaluation, these records can supplement other data effectively in
evaluating the employee's performance. This method helps in identifying the
fundamental areas in which employees are strong or weak.
. However the superiors may find it difficult to record the incidents involving
their employees on a regular basis.
 In this method, the evaluator has to evaluate the employees with the help of a
series of statements (or list of traits)
The series may contain both favourable and unfavourable statements.
Each statement carries weights or scores which may not be known to the
evaluator. The evaluator has to choose the most appropriate statement which
best represents the individual being evaluated.
. Critical incident
In this method, the supervisor is required to keep a written record of positive
and negative work-related actions of the employees.
During the evaluation, these records can supplement other data effectively in
evaluating the employee's performance. This method helps in identifying the
fundamental areas in which employees are strong or weak.
. However the superiors may find it difficult to record the incidents involving
their employees on a regular basis.

27-Mar-23
Proqress Through Quality 6

SASTRA Performance Appralsal - Methods - Contd.,

. Essay method
" In this method, the evaluator writes a short description of an employee's
performance.
This method focuses less on the employees' regular day-to-day performance
and more on their extreme behaviour at work
The efficiency of this method depends greatly on the evaluator's writing skills
and objectivity.
" However, it provides scope for manipulation by the evaluator.
Cost-benefit
" In this method, the management evaluates the cost of retaining an employee
in the organization and also the benefits accruing to it through that employee.
A cost-benefit comparison is made as part of performance evaluation to
determine the real contribution of that employee to the organization.
The value and quality of goods produced, cost of goods, appearance, manners
and sociability skils of the employee are some guidelines used
evaluating the employees.

27-Mar-23
Proqress Through Quality

SASTRA Performance Appraisal - Methods - Contd..,

" Work standard

. In this method, the evaluator compares the performance of the employees
against the standards established in the form of expected output.
" The standard output is usually established on the basis of the normal
performance of an average employee.
" This method by and large avoids evaluator's bias as the standards are fixed
scientifically and objectively.
Checklist
. In this method, a checklist containing a series of statements about the traits of
the employees is presented to the evaluator.
" Each statement is to be answered in Yes or No' format.
Each statenent carries a score based on its importance to the overall
evaluation.
After the evaluator completes the evaluation, the checklist is sent to the HR
department for further processing like assigning predetermined scores,
totaling such scores etc.

27-Mar-23
Progress Through Quality

SASTRA Performance Appraisal - Methods - Contd..,

.Field review
27-Mat-23
Progress Through Quality

SASTRA Performance Appralsal - Methods - Contd.,

. Field review
In this method, the evaluation of an employee is done by someone other than
his or her own superiors.
. Normaly, evaluation is done by the HR people, who scrutinize the records of
those employees who are being evaluated and conduct interviews with them
and their superiors.
. This method facilitates inter-person comparison of the managerial personnel
in different places.
" Confidential report (CR)
CRis a kind of evaluation practised predominantly in government and public
sector organizations.
The evaluation report is prepared by the immediate superiors, usually on the
basis of the continuous observation of employees over a period of time.
. The CR follows a predetermined format for gathering data relating to
employees skills, knowledge, initiative, attitude, integrity, scope for
improverment, aptitude and area of concern.

27-Mar-23
Progress Through Quality

SASTRA
****** Performance Appraisal - Methods -Contd.,

. Result-based evaluation system

Under the result-based system, the superior and the employees
work together on setting goals for the subsequent evaluation
periods.
On the basis of consensus, the employees agree to achieve the
goals set for them.

27Mar-23
Progress Through Quality 10

SASTRA Behaviourally Anchored Rating Scales (BARS)

method

" In this method, the different performance levels of

employees are shown by the side of the scale, with each
level described in terms of specific behavioural example,
either good or bad performance.
" This method specifies the various dimensions to be rated
in behavioural terms and makes use of critical incidents to
explain the various levels of performance.
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