This Performance Appraisal System document contains general information about
performance appraisal and lists several methods of implementing these systems.
Performance appraisal is a method through which an employee is evaluated. It serves
many purposes, including providing feedback on employee performance, facilitating
communication between management and employees, and determining training needs.
This document is designed to assist an organization in understanding the different
methods and determining which one is the best fit. This should be used by the human
resources department within any company or employer.
Performance Appraisal
System
Table of Contents
Performance Appraisal System ..................................................................................................................... 2
Definition ...................................................................................................................................................... 2
Introduction .................................................................................................................................................. 2
Idea behind performance appraisal .............................................................................................................. 2
Performance Appraisal Aims......................................................................................................................... 2
Methods ........................................................................................................................................................ 3
1. Critical incident method.................................................................................................................... 3
2. Weighted checklist method .............................................................................................................. 3
3. Paired comparison analysis ............................................................................................................... 3
4. Graphic rating scales ......................................................................................................................... 3
5. Essay Evaluation method .................................................................................................................. 4
6. Behaviorally anchored rating scales ................................................................................................. 4
7. Performance ranking method ........................................................................................................... 4
8. Management by Objectives (MBO) method ..................................................................................... 4
9. 360 degree performance appraisal ................................................................................................... 4
10. Forced ranking (forced distribution) ............................................................................................... 4
11. Behavioral Observation Scales ........................................................................................................ 5
The HR Challenge .......................................................................................................................................... 5
Criticism ........................................................................................................................................................ 5
References .................................................................................................................................................... 6
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Performance Appraisal System
Definition
A performance appraisal, also known as performance review, or career development discussion,
is a method through which an employee is evaluated.
The evaluation is usually done by the manager or the supervisor of the employee and it is based
upon the quality of work performed within the specified resource of time and money.
Introduction
A performance appraisal is a very important aspect of development not only from an employee’s
point of view but from the company’s prospective as w