One primary method of employee appraisal is management by objectives or MBO. These individuals could be customer or friends or supervisors of the employee. What makes MBOs efficient is the ability to set SMART Goals i.e. The employee targets to perform better as the employee and the employer both are aware of their goals and deliverables towards the organization and hence management by objective are one of the fair methods of performance appraisals. In this method of performance appraisal, the employee is anchored as a good, average or poor employee based on the overall performance and behavior evaluation. Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. 1. The problem of judgmental performance evalu­ation inherent in the traditional methods of performance evaluation led to some organisations to go for objective evaluation by developing a technique known as “Behaviourally Anchored Rating Scales (BARS)” around 1960s. The scores are meant to separate employees into tiers of performers, which can play a role in determining promotions and salary adjustments. Straight ranking appraisals. Essay Appraisal is a traditional form of Appraisal also known as “Free Form method.” It involves a description of the performance of an employee by his superior which needs to be based on facts and often includes examples to support the information. Also it cannot be used for large number of employees. Another type of appraisal method is the cost type, where the cost to replace an existing property in a similar condition is determined. The managers are expected to maintain the log of both outstanding incidents and critical incidents and also the manager is expected to be fair while making the decisions. Methods of Performance Appraisal – Traditional and Modern Methods of Performance Appraisal Since the early years of their use, methods of evaluating personnel have evolved considerably. Usually the objectives are established jointly by the supervis, or and subordinate. Analyse performance of employees working on Project A from April to June 2017. This compares all employees to … The problem here is that it does not tell that how much better or worse one is than another. The simplest methods for appraising performance are category rating methods, which require a manager to mark an employee’s level of performance on a specific form divided into categories of performance. Thus each employee has a clear understanding of their duties and knows well what is expected of them. Everyone loves appreciation and everyone loves to be appreciated, so the company appreciates someone, it does not keep it a secret and the organizations express their appreciation in the form of what we call performance appraisal or performance reviews. Typically they do not rely on others to locate and specify their strengths and weaknesses. set goals that are Specific, Measurable, Actionable, Relevant and Time-bound. This method is suited to jobs where results can be objectively stated and measured. Valuation, Hadoop, Excel, Mobile Apps, Web Development & many more. This makes the appraisal process objective and more accurate. With hectic daily schedules and strict deadlines to meet, finally performance appraisals (which then annual and now followed periodically by most companies) is the time when the entire management - employer, supervisors, senior managers and employees get together and discuss about the performance of an … In a self-evaluation assessment, employees first conduct their performance assessment on their own against a set list of criteria. This is a guide to Performance Appraisal Methods. 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