Performance appraisal methods

Hi bro sis

I have a questions. How to measure performance of employee. What are best methods?



  • 2 Comments sorted by Votes Date Added
  • A lot depends on what the employees do.


    A great way to measure performance for a manufacturer is how much stuff they make.

    Harder to measure the performance of an IT consultant, depending on what your goals are, as a company, for your consultants.


    No canned answer, I'm afraid.

  • Hi

    Performance appraisal methods include 11 methods as follows:

    1. Critical incident method

    The critical incidents for performance appraisal is a method in which the
    manager writes down positive and negative performance behavior of employees
    throughout the performance period

    2. Weighted checklist

    This method describe a performance appraisal method where rater familiar
    with the jobs being evaluated prepared a large list of descriptive statements
    about effective and ineffective behavior on jobs

    3. Paired comparison analysis

    Paired comparison analysis is a good way of weighing up the relative
    importance of options.

    A range of plausible options is listed. Each option is compared against each of
    the other options. The results are tallied and the option with the highest
    score is the preferred option.

    4. Graphic rating scales

    The Rating Scale is a form on which the manager simply checks off the
    employee’s level of performance.

    This is the oldest and most widely method used for performance appraisal.

    5. Essay Evaluation

    This method asked managers / supervisors to describe strengths and
    weaknesses of an employee’s behavior. Essay evaluation is a non-quantitative

    This method usually use with the graphic rating scale method.

    6. Behaviorally anchored rating scales

    This method used to describe a performance rating that focused on specific
    behaviors or sets as indicators of effective or ineffective performance.

    It is a combination of the rating scale and critical incident techniques of
    employee performance evaluation.

    7. Performance ranking method

    Ranking is a performance appraisal method that is used to evaluate employee
    performance from best to worst.

    Manager will compare an employee to another employee, rather than comparing
    each one to a standard measurement.

    8. Management By Objectives (MBO)

    MBO is a process in which managers / employees set objectives for the
    employee, periodically evaluate the performance, and reward according to the

    MBO focuses attention on what must be accomplished (goals) rather than how it
    is to be accomplished (methods)

    9.Forced ranking (forced distribution)

    Forced ranking is a method of performance appraisal to rank employee but in
    order of forced distribution.

    For example, the distribution requested with 10 or 20 percent in the top
    category, 70 or 80 percent in the middle, and 10 percent in the bottom.

    10. Behavioral Observation Scales

    Behavioral Observation Scales is frequency rating of critical incidents that
    worker has performed.

    11. 360 degree performance appraisal

    360 Degree Feedback is a system or process in which employees receive
    confidential, anonymous feedback from the people who work around them.

    Source: Performance appraisal methods  


    Best regards


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