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Principles and Practices of Management
Notes knowledge, etc. The raters mark/rate such features here also according to a scale and match an
employee’s performance compared to his own developed grade definition.
Example: A, B, C, D, E types of grade definitions for each feature may be developed by
a rater to indicate, A= Very Significant, B= Significant, C = Moderate, D= Average, E= Poor. Such
types of grading are of much use for selection of an employee or grading them in written
examinations.
Graphic or Linear Rating Scale
Such a rating scale is normally a continuous scale which enables a rater to mark somewhere
along a continuum. Usually a printed form is given to a rater alongwith the factors to be rated,
giving a continuous scale against each such factor. This method therefore, enables quantification
of performance scores and to analyze its significance using statistical techniques. Since making
a rating cluster is difficult for obvious difference in individual characteristics of each job, this
system may not always ensure objective appraisal.
Forced Choice Description Method
It is a combination of objective and subjective judgment on an individual employee’s performance
against each rating element. Positive and negative phrases are given asking the rater to indicate
applicability of such phrases as objectives in describing the employee whose performance is
rated. For its obvious complexity this system is not much used.
Forced Distribution Method
It is a method to evaluate employees performance according to a predetermined distribution
scale.
Example: Under such a method the rater is asked to distribute 5% of the total employees
on top of the scale, indicating their superior performance and promotability, 10% may be put
immediately under this level, indicating their good performance and future promotability. This
system is easy to understand and can be applied to organisations without much hassles.
Checklist Method
It is a mere process of reporting employees’ performance, compiling yes/no responses. Final
rating is done by the personnel vis-à-vis HRD department based on such reports. Since this is not
an objective method of appraisal, it is not free from bias.
Free Essay Method
It is an open ended qualitative appraisal of employees performance, giving an opportunity to
the rater to put down his impressions on important job factors. Since it is descriptive and essay
type, it is likely to be biased and judgmental errors may crop in.
Critical Incident Method
This method measures employees’ performance in terms of certain ‘events’ or ‘critical incidents’
instrumental for success or failure on the job. Such critical incidents are identified by the rater
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