Forced ranking is a method of performance appraisal to rank employee but in order of forced distribution. This is similar to essay appraisal method. Subjects like skills, experience, team player, behavior, etc. Anyone who comes into contact with the employee and can provide valuable insights and information. The analysis done by a superior may be subjective. An evaluator asks various questions to these factors and collects their feedback. Behaviourally anchored rating scales 7.
But it has also some limitation. This method makes use of several sets of pair phrases, two of which may be positive and two negative and the rater is asked to indicate which of the four phrases is the most and least descriptive of a particular worker. The appraisal methods stated herein are some of the many methods used in employee performance appraisal. Describe how it is unusual. Everyone is graded on the same topics and the same scale.
Alternation Ranking Method: Ranking employees from best to worst on a trait or traits is the alternation ranking method. Drucker in The Practice of Management used this term and recognised the need of self-set goals. This method can always be used to supplement another appraisal technique and in that role it has several advantages. Does he respect his superiors? Advantages — Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. It considers attributes like helpfulness, dependability, punctuality, etc for being appraised by the organisation. Though it is highly useful in measuring job, it has very limited use in measuring people. Therefore, the amount of business generated by an employee determines whether he deserves to be promoted or terminated.
Disadvantages — It its highly dependent upon the writing skills of rater and most of them are not good writers. The 5-point scale is designed for each factor by the rater. Based on the comparison a ranking system is developed. Methods of performance appraisal: Performance appraisal is generally conducted with the aid of a predetermined and formal method. A group of participants will be asked to reclassify the incidents. Under this method, the scale points are defined by critical effective or ineffective behaviors of the employee.
Hence, the rater is compelled to put employees on each point on the scale. Paired Comparison The paired comparison method compares each employee with every other employee in a group. They force reluctant managers to make difficult decisions and identify the most and least talented members of the work group. Disadvantages of Essay Evaluation: i. Ranking is a performance appraisal method that is used to evaluate employee performance from best to worst. This method speaks only of the position where an employee stands in his group. Rating Scale Method Rating scales are common in business performance evaluations.
This method is less structured and thus gives the appraiser an opportunity to explore and describe niche qualities or shortcomings of the employee that need to be worked on. Under this method, raters are forced to divide his employees evenly into certain categories which vary from organization to organization. Startups should consider giving their employees trait focussed appraisals once in a while, because it reinforces positive culture in the organisation. Another important factor in this method is promotability. Is the employee really interested in the task assigned? There is, however, a drawback of this method, i. Essay evaluation is a non-quantitative technique. He acts as a coach and offers valuable advice and guidance.
If the rater believes strongly that the employee possesses a particular listed trait, he checks the item; otherwise, he leaves the item blank. . The appraiser in this method is usually the direct supervisor or manager under whom the employee is serving. It is a combination of the rating scale and critical incident techniques of employee performance evaluation. There are some major points which are considered while evaluating employee under this approach. Disadvantages of Critical Incident: This method suffers however from the following limitations: I. For example, the following distribution in fig 2.
There are some organizations that use this appraisal method. Companies should give promotions and appraisals frequently because it keeps the employees motivated to perform better, thereby maximizing the efficiency of the employee, and the productivity of the company. This model also suffers from subjectivity. It is comparatively more expensive than other techniques, but it usually guarantees precision and effectiveness. Others may be superficial in explanation and use flowery language which may not reflect the actual performance of the employee. When a large number of employees are working, ranking of individuals become a difficult issue.