normally including both quantitative and qualitative aspect of the job.What is Performance Appraisal PA is the method of evaluating the behavior of the employees in the workplace.  How the employee is performing  How the employee can develop  What the superior can do to make it happen  How the job is going .

OBJECTIVES of Performance Appraisal • Establish a more effective two way communication • Set performance objectives • Help improve current performance • Assess past performance • Provide feedback on performance • Identify training & development needs • Allocate rewards • Identify staff with promotional possibilities • Assist in career planning decisions .

Process Setting performance standards Taking corrective standards Communicating standards Discussing results Measuring standards Comparing standards .


such as initiative. drive.(1) Traditional Methods : These methods lay more emphasis on rating of individuals' personality traits.  (a) Ranking Method :  It is the oldest and simplest method of performance appraisal.   6 . dependability. creativity. intelligence. Thus. etc. In this method the employee is ranked from the highest to the lowest or from best to the worst. leadership potential. if there are ten employees the Best employee is given the first rank and the worst employee in the group is given the tenth rank. In the following pages each method has been described in brief. integrity.

each employee is compared with the other on one-to-one basis. Bina (B). Dinesh (D).(b) Paired Comparison Method : In this method. would be the basis for selecting the Best Student. This method makes judgement easier as compared to ranking method. The number of times the employee is rated as better in comparisons with others determines his or her final ranking. Eillen (E) have to be evaluated for the best student award. This method is not appropriate if a large number of students are required to be 7   . Chitra (C). the total number of comparison would be = 10  The number of times a student gets a better score.  The concept can be illustrated with the help of the following example.  If the following five students Ashok (A).

The method operates under the assumption that an employee's performance can be plotted in a bellshaped curve.(c) Forced Distribution Method :  This technique was contributed by Joseph Tiffin. next 20% are given the below average grade and last 10% are given unsatisfactory grade. 40% are given the average grade. 20% are given good grade.  8 . Here 10% of the employees are given excellent grade.

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These statements are a combination of positive and negative statements and are arranged in blocks of two or more. (2) Can be depended to complete the assignment on hand. (4) Is partial to some employees 10 . For example : (1) Provides clear guidance to employees. Here.      (d) Forced Choice Method : This method was contributed by J. The rater is required to identify the most or least descriptive statement pertaining to an employee. Guilford.P. (3) Is reliable and trustworthy. an evaluator rates an employee on the basis of a group of statements.

In this method a dichotomous questionnaire (A question with two answer choices namely `Yes' or `No') is used. This questionnaire is prepared and scored by the HR department. The main disadvantage of this method is the rater is not given the flexibility to add or delete the statements. A typical check list is given below : Table 3 : Check list for Students (1) Is the student regular (2) Is he/she disciplined (3) Does he/she complete the assignment on time (4) Does he/she participate in extra-curricular activities 11 . A rater is required to put a tick mark against the respective column.        (e) Check-list Method : The main purpose of this method is to reduce the evaluator's burden of rating the employee.

(f) Critical Incident Method :  This method evaluates an employee on the basis of certain `events' or `episodes' known as critical incident.  12 . The underlying principle of this method is "there are certain significant acts in each employee's behaviour and performance. in this method the rater focusses his attention on all those factors." Thus. which can make all the difference between success and failure on the job. that can make a difference between performing a job in a noteworthy manner.

It is a descriptive report prepared. by the employee’s immediate superior. generally at the end of every year. .It is mostly used in government organizations. The report highlights the strengths and weaknesses of the subordinate.

A process whereby the superior and subordinates of the organization jointly identify its common objectives. Establishing new goals and new strategies for goals not previously attained. Establishment of Goals Setting the performance standard Actual level of job attainment is compared with the goals agreed upon. 3. define each individual’s major areas of responsibility. 4. 2. .1.

 When psychologists are used for evaluations. psychological tests. . they asses an individual’s potential. The appraisal consists of in-depth interviews. discussions with supervisors and a review of other evaluations.

In fact. this is a system or organization where assessment of several individual is done by experts by using various techniques. These techniques used role playing. This not a technique of performance appraisal by itself. case studies etc. .

rater feedback system where an individual is assessed by a number of assessors including his boss. direct reports. internal customers and external customers . colleagues.What is 360 DF? 360 Degree Feedback is a multi .