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Unit 5: Appraising and Evaluating People in the Organization

• Does the employee follow instructions properly? Yes/No Notes

• Does the employee keep the equipment in order? Yes/No
The objections to this method are:
(i) It is difficult to construct a good checklist.
(ii) A separate checklist is needed for each job because statements used in one checklist
to evaluate one category of workers cannot be used in another checklist to evaluate
other category of workers.

Weighted Checklist
The weighted checklist is a list of statements pertaining to the work-related behaviour of
the employees. However, items having significant importance for organizational
effectiveness 1 are given extra weightage.

Free Essay Method
Under this method no quantitative approach is undertaken. It is open-ended appraisal of
employees. The evaluator describes in his own words what he perceives about the employee’s
performance. While preparing the essay on the employee, the rater considers the following
factors:

(a) Job knowledge and potential of the employee.
(b) Employee’s undertaking of the company’s programmes, policies, objectives, etc.
(c) The employee’s relations with co-workers and superiors.
(d) The employee’s general planning, organizing and controlling ability.

(e) The attitudes and perceptions of the employee in general.
The description is expected to be as factual and concrete as possible. An essay can provide
good deal of information about the employee especially if the evaluator is asked to give
examples of each one of his judgments.

Critical Incidents Method
Under this method, the performance of the worker is rated on the basis of certain events
that occur during the performance of the job (i.e., the evaluation is based on key insides)
critical incidents or events represent the outstanding or poor behaviour of employees job.
The rater maintains logs on each employee, whereby he periodically records incidents of
workers behaviour. At the end of the rating period, these recorded incidents are used in the
evaluation of the workers’ performance. Critical incidents help to avoid vague impressions
and general remarks as the rating is based on records of behaviour/performance. The
feedback from actual events can be discussed the employee to allow improvements. The rater
can fully defend his ratings of his record.
Field Review Method

In this method, a HR specialist interviews line supervisors to evaluate their respective
subordinates. The interviewer prepares in advance the questions to be asked. By answering
questions a supervisor gives his opinions about the level of performance of his subordinate,
the subordinate’s work progress, his strengths and weaknesses, promotion potential, etc. The
evaluator takes detailed notes of the answers, which are then approved the concerned
supervisor. These are then placed in the employee’s personnel service file.
Since an expert is handling the appraisal process, in consultation with the supervisor, the
ratings are more reliable. However, the use of HR experts makes this approach costly and
impractical for many organizations.

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