Question
Objectives, Relevance and Methods of Performance Appraisal.
Answer :
Word Count : 1018
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Skip in 10
| tention / Termination Recognition Lay offs Poor Performers identification | |
| Organizational Maintenance | HR Planning
Training Needs Organizational Goal achievements Goal Identification HR Systems Evaluation Reinforcement of organizational needs |
| Documentation | Validation Research
For HR Decisions Legal Requirements |
METHODS OF PERFORMANCE APPRAISALS
Numerous methods have been devised to measure the quantity and quality of performance appraisals. Each of the methods is effective for some purposes for some organizations only. None should be dismissed or accepted as appropriate except as they relate to the particular needs of the organization or an employee.
Broadly all methods of appraisals can be divided into two different categories.
Past Oriented Methods
Future Oriented Methods
Past Oriented Methods
1. Rating Scales: Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases
2. Checklist: Under this method, checklist of
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