You are on page 1of 4

ADVANTAGES OF THE VARIOUS APPRAISAL TECNIQUES.

TRADITIONAL METHODS MODERN METHODS

1. Confidential report: 1. Bars:

i. Appraiser makes the assessment. i. This method are very useful and exactly.
ii. Assessment may be on performance or These types of rating scales are
traits particularly effective for assessing
competencies, skills and abilities.
ii. BARS rating scales are highly valid and
job-related because important job
requirements are covered.
iii. Objective benchmarks are provided
against which observations can be rated,
therefore, there is less rating error than
when using other types of scales (e.g.
numeric).

2. Essay evaluation: 2. Mbo:

i. This technique is more valid and formal i. It is based on the assumption that the
than complicated methods of appraisal. individual (employee) knows more than
anyone else about her/his own
capabilities, needs, strengths,
weaknesses and goals.
ii. A further advantage of MBO is that the
emphasis is on the future rather than on
the past. Appraisal thus becomes a
means to a constructive end
3. Critical incident method: 3.360 degree appraisal:
i. This often leads to communication that
i. This method provides an objective basis would not have occurred otherwise.
for conducting a thorough discussion of ii. This allows employees and employers alike
an employees performance. to receive a more complete estimate of
ii. This method avoids recency bias (most their abilities.
recent incidents are too much iii. The 360-degree appraisal focuses on the
emphasized) worker and on directly increasing the
effectiveness of employees.
iv. Companies that use 360-degree evaluations
properly have the ability to use the
feedback and starting position for further
employee coaching. Feedback support
allows employees to feel safe when giving
feedback, encouraging honesty and useful
criticism

4. Checklist method: 4. Balanced scorecard approach:


i. Most frequently used method in evaluation i. Gives the complete picture of the
of the employees performance. employee as well as the organisational
performance.
ii. It guides users in determining the critical
success factors and performance
indicators.
iii. Strategic review or analysis of the
organisational capabilities and
performance.
iv. Focusing the whole organisation on the
few key things needed to create
breakthrough performance.
v. Integrating and directing
the performance and efforts from the
lowest levels in the organisation to
achieve excellent overall performance.

5. Graphic rating scale:


i. Graphic rating scales are less time
consuming to develop.
ii. They also allow for quantitative
comparison.
iii. This method is both consistent and
reliable. A person’s quality and quantity
of work is assessed in a graphic scale
DISADVANTAGES OF THE VARIOUS APPRAISAL TECNIQUES.

TRADITIONAL METHODS MODERN METHODS


1. Confidential report: 1. Bars:

i. No feedback to employee i. BARS scales take some time and effort


ii. No employee participation to create and usually cannot be used for
job types other than those for which they
were developed.
.

2. Essay evaluation: 2. Mbo:

i. The biggest drawback in this method is that i. Failure to give guidelines to goals.
it is difficult to combine and compare the ii. Danger of inflexibility.
essays as it may touch upon various aspects iii. Failure to teach philosophy of MBO.
of one’s performance and qualifications. iv. Managers competition may lead to tug of
ii. Another drawback is the variability of war.
length and content in the essays.

3. Critical incident method: 3.360 degree appraisal:

i. Negative incidents may be more i. Not validated or corroborated method


noticeable than positive incidents. ii. With increase in number of raters from 1
ii. The supervisors have a tendency to to 5, becomes difficult to separate,
unload a series of complaints about the calculate & eliminate personal biases.
incidents during an annual performance iii. Results can be manipulated by
review sessions. employees with the help of raters.
iii. It results in very close supervision which iv. May adversely affect motivation &
may not be liked by an employee. performance
iv. The recording of incidents may be a v. Time consuming & often difficult to
chore for the manager concerned, who analyze the information gathered.
may be too busy or may forget to do it.

4. Checklist method: 4. Balanced scorecard approach:

i. This method is very expensive and time i. It is not easy to implement this tool
consuming because it
ii. Rater may be biased in distinguishing ii. involves a lot of subjectivity.
the positive and negative questions. iii. •The tool is much more complex
iii. It becomes difficult for the manager to compared to the
assemble, analyze and weigh a number iv. other tools
of statements about the employees v. •The measures that need to be taken is
characteristics, contributions and contingent
behaviours. vi. upon the kind of environment, industry
and the
vii. business the organization is in.
viii. •A lot of refinement is still required to
be done so
ix. that it becomes understandable to every
x. stakeholder associated with the
organization.

5. Graphic rating scale:


i. Different supervisors will use the same
graphic scales in slightly different ways.
ii. One way to get around the ambiguity
inherent in graphic rating scales is to use
behavior based scales, in which specific
work related behaviors are assessed.
iii. More validity comparing workers ratings
from a single supervisor than comparing
two workers who were rated by different
supervisors.

You might also like