Performance Appraisal Approaches
The Graphic Rating method
The Graphic rating scale is one of the most common methods used in performance appraisal evaluation. The method requires that evaluators show the level an employee manifests a given trait, result of performance and behavior related to the delivery of work related tasks. The ratings are tailored to capture performance in specific work related areas. These areas could be the level of knowledge of their work, quality of work and responsibility. The scale offers a continuum that stretches from such descriptions as low, high, good or poor, most effective to least effective etc. Although the scales may go higher or lower, they usually have up to a maximum of 7 points. The graphic variety may often not define their points. The following characteristics should typically influence acceptability positively
The rating of performance must be defined clearly
The scale should reflect behavior and backed by concrete evidence in order to ensure that objectivity is observed.
iii. It should avoid using ambiguous and subjective terms such as honesty, loyalty and integrity. If they must be used, then there should be some observable behavior cited.
iv. The points on the scale should be objective. They should relate to the aspect of performance being measured. For instance, in describing the flow of words of an individual, it is preferable to use such descriptions as fluent, hesitant or unimpeded and not very good, average, poor or below average.
2. Forced Distribution
This method requires the person evaluating to rate subordinates by applying...
This method is used to capture a range of components of job performance. The scale demands that the person in charge of a section rates the staff in the following manner: 10% as the low performance groups, 20% should fall below average, 40% should be average performers, and remaining 10% should fall in the higher cadre. Thus if a company has 40 employees, the distribution would be 4,8,16,8 and 4 respectively. There are various templates provided by companies in carrying out appraisals based on such a scale. The top, middle and bottom distribution is one of the common types.
3. Essay Approach
This method entails writing a flowing, essay-like report. The evaluator captures the behavior of an employee in relation to his/her work. These kinds of scales are often applied for a range of common reasons. They may be used to justify a pay rise, a termination or just to help the organization make decisions relating to the growth and development of an institution (exploreHR, 2016).
Highlighting the pros and cons of each appraisal method
The Graphic rating scale
Advantages
i. it helps to standardize content and facilitates objective comparison of staff
ii. it is easy to create at a low cost and is easy to use too iii. it is widely accepted by evaluators
Disadvantages
The problem with this scale is that it is vulnerable to errors in rating. This means that the appraisals can be faulty. Halo effects, severity and central tendencies are some of the possible errors here. Halo refers o a scenario in which one rating that is meant to be…
