PERFORMANCE APPRAISAL

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 Performance Appraisal
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Appraisal is the evaluation of worth, quality or merit.

Performance appraisal is also described as merit rating in which
one individual is ranked as better or worse in comparison to
others.
 Methods
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There are various methods of performance appraisal. Some of them are,

1. Ranking method
2. Paired Comparison method
3. Grading method
4. Forced Distribution method
5. Forced-Choice method
6. Check List method
7. Critical Incidents method
8. Graphic Scale method
9. Essay method
10.Field Review method
11.Self –Appraisal method.
 1.Ranking Method
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In this a person is ranked against others on the basis of

certain traits and characteristics. In the ranking method,
various persons are given ranks on the basis of their
traits.
 2.Paried Comparison Method
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Each person is compared with other persons taking only

one at a time. Usually only one trait, overall suitability to
perform the job, is considered.

This can be calculated by a formula N(N-1)/2 where N is

the total number of persons to be compared.
 3.Grading Method
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In this method, certain categories of abilities of performance

are defined well in advance and persons are put in
particular category depending on their traits and
characteristics.
e.g.)Good, Average, Poor, Very poor, or may be like
A,B,C,D
 4.Forced Distribution Method
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In order to check the tendency of rating most of the

appraisees around high point in a rating scale, forced
distribution method has been adopted. In this method, the
appraiser is forced to appraiser the appraisees according
to the pattern of a normal curve.
 5.Forced-Choice Method
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The forced-choice method contains a series of group of

statements and rater checks how effectively the statement
describes each individual being evaluated.
 6.Check-List Method
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In the check-list method of appraisal, the rater provides

appraisal report by answering a series of questions related
to appraisee. These questions are prepared by HR
department and are related to the behaviour of the
appraisee concerned.
 7.Critical Incident Method
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In this method, only critical incidents and behaviour

associated with these incidents are taken for evaluation.
This method involve three steps.
1. A test of noteworthy on the-job behaviour is
prepared(good or bad).
2. A group of experts then assigns scale values to them
depending on the degree of desirability for the job.
3. Finally, a check-list of incidents which define good and
bad employees is prepared.
 8.Graphical Scale Method
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Graphical scale, also known as linear rating scale, is

commonly used method of performance appraisal. In this
method, a printed appraisal form is used for each
appraisee. The form contains various employee
characteristics and their job performance.
 9.Essay Method
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Instead of using structured forms for performance appraisal.

Some companies use free essay method, or sometimes,
combine this with other methods. In essay method, the
rater assesses the employees on certain parameters in his
own words.
 10.Field Review Method
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In the field review method, an employee is not appraised by

his direct superior but by another person, usually, from
HR department. The rater appraises the employee based
on his records, output and other quantatitative information
such as absenteeism, late coming, etc,. The rater also
conducts interview of the employee and his superior to
ascertain qualitative aspects of job performance. This
method is more suitable for promotion purpose.
 11.Self-Appraisal
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Self-Appraisal involves appraising an employee himself in

terms of either how he has performed in the review period
or possession of skills in the light of his job requirement
or both, depending on the organizational practices.