Traditional and Modern Methods with example Article shared by:
They are measuring tools that supervisors and managers utilize during an evaluation period, usually on an annual basis, to determine if employees are completing their assigned job duties and responsibilities in a satisfactory manner.
The type of performance appraisal used reflects the employee's position, level, job functions and the kinds of measurements the company needs to determine workplace efficiency.
Types of Performance Appraisals Graphic rating scales, management by objectives and narrative-essay are among the most common types of performance appraisals suitable for two-way exchange during a performance appraisal. Although graphic rating scales are typically a unilateral method of evaluating performance, they can be modified to create a two-way method of appraisal.
Management by objectives and narrative-essay methods generally require some employee input anyway; they also can be modified to produce a formal two-way method of performance appraisal.
Graphic Rating Scales Graphic rating scales are useful in production-oriented work environments where supervisors are responsible for evaluating the performance of large numbers of department employees. They generally consist of numerical ratings for specific job functions, and an average of the total score indicates the employee's overall performance.
Converting a graphic rating scale appraisal to a two-way method would involve providing the employee with an appraisal form to conduct a self-evaluation.
During the performance appraisal meeting, the supervisor and employee would then compare their respective scores and discuss areas where the employee's and the supervisor's ratings vary.
Management by Objectives This method of performance appraisal almost always requires employee input because employees and supervisors work together to identify the goals, resources and deadlines that factor into management by objectives MBOs appraisals.
MBOs align specific employee objectives with company objectives. The employee and her supervisor then discuss the resources and time necessary to complete those goals.
For example, if the company's goal is to increase sales by 15 percent during the one-year period, the employee's goal reflects her part in helping the company reach its goal. Using this scenario, the percentage by which individual employees must increase their sales depends on the number of department sales personnel.
During MBOs appraisal meetings, employees list the resources they need to accomplish their goals and they check in with supervisors at regular intervals to report on their progress. This type of performance appraisal is ideal for two-way communication and interaction between an employee and her supervisor.
Narrative-Essay Performance Appraisals The most time-intensive method of performance appraisal is the narrative-essay. It takes a significant amount of preparation, document review and drafting time to produce a well-written assessment of employee performance.
The most effective way to convert a narrative-essay performance appraisal to a two-way method of evaluation is to have the employee complete a self-assessment in an identical format as the supervisor's narrative-essay. Although this is a time-consuming method of employee appraisal, it is likely the best format for encouraging two-way dialogue during a performance appraisal meeting.
The time and thought that go into a narrative-essay provide talking points for every area of the employee's performance. Considerations The benefits of a two-way method for performance appraisal are numerous; however, one single benefit can change the perception of performance appraisals in general.
Many employees dread being evaluated because they feel their contributions are undervalued and that their own feedback won't factor into the overall assessment of their job performance.
University of California, Berkley professor Gregorio Billikopf's recommend negotiated approach is a two-way method for performance appraisal that makes employee feedback just as important as the supervisor's feedback.
In his article, "Performance Appraisal Negotiated Approach ," he states: In contrast, in the traditional performance appraisal, the supervisor acts more as a judge of employee performance than as a coach.Performance management is when an organization uses performance measures and standards to achieve desired results.
It is a forward-looking, continuous process. It . The first advantage that comes from using this appraisal method is that it encourages managers to set realistic objectives. The focus is to get managers to think about the results rather than the activities and encourages a good and healthy working relationship between managers and employees.
For example, the study Sprenkel, shows that companies essay use individual criteria methods opposed to overall performance to measure performance outperform those who measure performance based on overall company appraisal.
Essay performance appraisals are for use in addressing performance factors in the most comprehensive manner possible.
Managers who write essays about employee performance assess virtually every aspect of the employee performance. Jun 27, · Performance management is an integral part of the workplace as it provides a platform for supervisors and managers to measure employee performance and .
Modern Methods of performance appraisal Essay Modern Methods of performance appraisal 1. Management by Objectives (MB0) It is a process where the Performance Measurement Systems Performance measurement systems are an integral part of the management control systems.
Management control is a process through which .