Employee Performances Evaluation 

Performance appraisal is the procedure used to assess job performance and prospective growth. “Performance appraisal is a process of evaluating an employee’s performance of a job in terms of its requirement” (Rajitha, et al., 2019).

The objective of Performance Appraisals Methods.

• Recognize the strengths and weaknesses of an employee.
• To identify the areas that need to be improved and provide a training area
• To avoid grievances
• To motivate employees
• To establish good relations with employees and employer
• To make valuable decisions such as promotion, transfer, demotions
• To support employee development performance and developmental potentialities of an employee (Rajitha, et al., 2019).

 

Job Performance Measurements

Performance measurements can be taken based on distinct types of data. Such as objective data, subjective data, and contextual data.

Objective data: This refers to information that is directly quantifiable by using existing data records not prejudiced by the assessor or any other superiors.

Subjective data: This refers to judgments about managerial performance. (Alves & Lourneco, 2021)

Contextual data: These data do not relate to job tasks, but have a significant impact on organizational, social, and psychological contexts (Luis, et al., 2015).

(Auren, et al., 2019)

                                                                                                 

Traditional and modern performance appraisal methods

Appraisal methods can be divided into two categories as modern and traditional appraisal methods.

 

Traditional Appraisal Methods	Modern Appraisal Methods
Ranking Methods	Management by Objectives (MBO) Management
Checklist scale	Graphical Rating Scales
Skills audit	Assessment Center Method
Personal and interpersonal skills	Behaviorally Anchored Rating Scale (BARS)
Paired Comparison	Psychological Appraisals
Grading Scale	360 Degree/Multi-Rater Performance Appraisal

(Robbin, et al., 2011)

Reference

• Alves, I. & Lourneco, S. M., 2021. Subjective performance evaluation and managerial work outcomes. Accounting and Business Research, Volume 7, pp. 1-30.
• Auren, L. et al., 2019. Interpreting Subjective and Objective Measures of Job Resources: The Importance of Sociodemographic Context. NIH, 16(17), pp. 10-20.
• Cardy, R., Balkin, D. & Gómez-Mejía, L., 2014. Managing Human Resources. 8th ed ed. USA:: Pearson.
• Luis , F., -Vilela, D. & Rodríguez, N. D., 2015. Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?. NIH, 10(10). 
• Rajitha, M., Balachanda, P. & Ranjithkumar, P., 2019. Performance appraisal: traditional and modern approach. adalya Journal, 8(11), pp. 70-120. 
• Robbin, S. P., Judge, T. A. & Sanghi, S., 2011. Organizational behavior. 13th ed. New Delhi: Prentice Hall.