Traditional Performance Appraisal Methods

 Traditional Appraisal Methods.

Traditional appraisal forms are the methods used by organizations from the very initial stages. Those methods rely on prior or previous data on the employee’s performance. Those techniques more focus on personality aspects such as dependability, leadership potential, initiative, integrity, drive creativity, and intelligence (Rajitha, et al., 2019; Rajitha, et al., 2019).

Ranking Methods

This is the simplest method of job evaluation.  It is suited for small organizations to arrange the jobs from the highest to the lowest which makes it easier to identify the value or merit of the relevant organization.  The highest-value job is listed at the top while the lowest-value job is listed at the bottom of the list.  So, this system is a comparative method for performance evaluation (Dessler & Gary, 2011).

Checklist scale

A checklist scale is a series of questions that is asked by the manager and then that must be simply answered by yes or no to the questions. This scale is a check-mark in the criteria the employee meets, and a blank in the areas the employee does not meet. This method is useful as feedback from the manager about the workforce which have done. When this method is used, the difficulties and the easiness can be identified. But the problem here is that detailed responses are unable to get through this method (Idowu & Ayomikun, 2017).

Skills audit

A skills audit is a process that can be used to find out the skill gaps in an organization. The outcome is a training needs analysis that identifies where training is needed. A key piece of information an organization needs to know is what skills and knowledge its people have. This information is essential for the improvement of an organization to reach goals. So, a skills audit results in identifying the need for development and formulating plans (Dessler & Gary, 2011).

Personal and interpersonal skills

Effective employees should have highly developed personal and interpersonal skills.  Personal skills are knowing each other well, seeking feedback, learning through mistakes, and trying to develop themselves.  And when dealing with others they should be good listeners, respectful, and build friendly relationships among clients and staff.  They are collaborative and value others’ contributions.  These skills impart effective CDP and those who work according to that should adapt (Rajitha, et al., 2019).

Paired Comparison 

In this method paired comparison approach will be considered. Basically, the performance of one employee is compared to the performance of another one.  Then pair and compare every employee with every other employee who works together (Robbin, et al., 2011).

 

Grading Scale 

In this approach employees’ performance will be scaled using Excellent, Good, Average, and Poor likewise.  An employee will be evaluated according to these grades and assigned to the level that best describes their performance (Cardy, Balkin, Gómez-Mejía, 2014). 

Reference

• Rajitha, M., Balachanda, P. & Ranjithkumar , P., 2019. Performance Appraisal: Traditional and modern approach. adalya Journal, 8(11), pp. 70-120. 
• Dessler & Gary, 2011. Human Resource Management. 13th ed ed. s.l.:Prentice-Hall. 
• Idowu & Ayomikun, o., 2017. Effectiveness of Performance Appraisal System and its Effect on Employee Motivation. Nile Journal of Business and Economics, Volume 5, pp. 15-39. 
• Robbin, S. P., Judge, T. A. & Sanghi, S., 2011. Organizational behavior. 13th ed. New Delhi: Prentice Hall.