Page 110 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes compared with the above grades and employees are allotted grades that speak for their
performance.

Graphic Rating Scale
Perhaps the most commonly used method of performance evaluation is the graphic rating
scale. The evaluator is asked to rate employees on the basis of job related characteristics and
knowledge of job. Evaluator is given printed forms. The performance is evaluated on the
basis of these traits on a continuous scale. It is a standardized, quantitative method of
performance appraisal. The scores are tabulated indicating the relative worth of each employee.

POOR AVERAGE GOOD EXCELLENT
Just above the category notions an uninterrupted line is provided. The rater can tick at any
point along its length.

Forced Choice Method
This method was developed during World War II for evaluating the performance of American
army personnel. The evaluators rate the performance as high, moderate or low and escape
the important responsibility assigned to them. The primary purpose of the forced choice
method is to correct the tendency of a rater to give consistently high or low ratings to all
the employees. This method makes use of several sets of pair phrases, two of which may
be positive and two negative and the rater is asked to indicate which of the four phrases
is the most and least descriptive of a particular worker. Actually, the statement items are
grounded in such a way that the rater cannot easily judge which statement applies to the
most effective employee. The evaluator is forced to select from each group of statements
(normally two). The statements may be the following:

(i) Good work organizer
(ii) Shows patience with slow learners
(iii) Dishonest or disloyal
(iv) Careful and regular
(v) Avoid work

(vi) Hard working
(vii) Cooperates with fellow workers
(viii) Does not take interest in work
From the above list of statements, favourable statements are marked plus and unfavourable
statements are marked zero. Under this method subjectivity of evaluator is minimised.

Checklist
A checklist represents, in its simplest form, a set of objectives or descriptive statements about
the employee and his behaviour. The rater checks to indicate if the behaviour of an employee
is positive or negative to each statement. The performance of an employee is rated on the
basis of number of positive checks. The following are some of the sample questions in the
checklist.
• Is the employee regular on the job? Yes/No
• Is the employee respected by his subordinates? Yes/No
• Is the employee always willing to help his peers? Yes/No

104 LOVELY PROFESSIONAL UNIVERSITY