Modern Appraisal Methods
Modern
methods are established to improve traditional appraisal methods. These techniques
focus on the work results of the employees. Those techniques eliminate the
drawback of the traditional methods such as fundamentality and subjectivity
360 Degree/Multi-Rater Performance Appraisal
As
stated by Woods (2012) this technology is
one of the major techniques used in small and medium-sized organizations. The 360-degree
appraisal system involves an appraisal system that encompasses the views of diverse groups of reviewers who socialize with the organization’s employees. These
groups may consist of superiors such as managers and supervisors of the
employee, peers, and customers. The opinion of the employee is also considered by
using this appraisal system a considerable number of facts regarding the
employee can be collected. It is the great advantage of the angles360
approach because it collects information from multiple sources or different
degrees. This approach diminishes the supervisors'
favoritism-based or biased comments regarding the employees.
Management by Objectives (MBO)
Management
Management
by Objectives (MBO) Management by objectives as one of the key appraisal
methods is defined as a result-based evaluative program. In this process, a few main
stakeholders gathered and defined the goals. This board can be a collection of
subordinates, supervisors, and employees as well. In this process, the very first step is setup
the flawless objectives for the employee. The second step consists of the process
of achieving the defined goals. The employee should implement the action plan. Then the appraisal procedure will be fully based on these objectives
and plans. The advantage here is that the manager and the employee can have open communication and review whether they were able to reach their goals
in performance appraisal. Also, this method
is best applicable for non-ordinary positions as it requires an elevated level of
thinking, and to be efficient at MBOs, managers, and employees should write strong objectives.
Graphical Rating Scales
This
technique can be defined as the widely used performance appraisal technique
in most organizations in this approach manager use checklists and rate employees' excellence
depending on the aspect being evaluated. Attributes the popularity of graphical
rating scales to the ability to use such scales for a variety of jobs. Such
scales are also considered as requiring minimal cost, training effort, and time.
Further, it identifies several performance factors that can be effectively measured
using the help of graphical rating scales.
Assessment Center Method –In this approach assessment
center is a central location where managers can be brought together, and
trained observers assess their participation in work-related activities
Behaviorally Anchored Rating Scale
(BARS) - This
method is more informative than simplistic characters. Scale points are defined
by the demanding (effective or ineffective) behaviors of the employee. The person
rate employee will appear as an observer rather than a judge (Mathis and
Jackson, 2011).
Psychological Appraisals - Method focused on employees'
expected performance than past performance. carries out through
comprehensive Interviews, psychological tests, and investigation of other
evaluations. It considers employees’ emotions,
intelligence, motivation, and other personal characteristics that influence
performance. IT will encourage smart younger employees who may have
considerable potential, though the method is slow and expensive. The quality of
assessments will depend on the psychologist's skill-set
Employee
performance has traditionally been managed by the human resource department and head
of HR. A considerable number of
techniques have been developed to measure the performance of employees. Employee
appraisal methods have developed not only to rank the performance of the
employees but also a method to motivate employees and support them to do their
jobs accurately. Companies used a mixture of
these techniques to evaluate and improve employees in their organizations.
(Source: Youtube Mathis and Jackson, 2011).
References.
- Rajitha, M., Balachanda, P. & Ranjithkumar , P., 2019. Performance appraisal: traditional and modern approach. adalya journal, 8(11), pp. 70-120.
- 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.
- Woods, A., 2012. Subjective adjustments to objective performance measures: The influence of prior performance‘, Accounting, Organizations and Society. Research Gate, 37(6), pp. 400-425.
- Mathis, R. L. &. J. J. H., 2011. Human Resource Management. Boston MA: West-South.: 13th ed.
- Holpp, W., 2011. Win-Win Performance Appraisals: What to Do Before, During, and After the Review to Get the Best Results for Yourself and Your Employees: What to Do Before, During and After the Review.. 1st ed ed. USA: McGraw-Hill.
