Essay Evaluation Method in Performance Appraisal
Essay evaluation method in performance appraisal
1. Definition of essay evaluation
• This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior. Essay evaluation is a non-quantitative technique
• This method usually use with the graphic rating scale method.
2. Input of information sources
• Job knowledge and potential of the employee;
• Employee’s understanding of the company’s programs, policies, objectives, etc.;
• The employee’s relations with co-workers and superiors;
• The employee’s general planning, organizing and controlling ability;
• The attitudes and perceptions of the employee, in general.
3. Disadvantages of essay evaluation
• Manager / supervisor may write a biased essay.
• A busy rater may write the essay hurriedly without properly assessing the actual performance of the worker.
• Apart from that, rater takes a long time, this becomes uneconomical from the view point of the firm, because the time of rater is costly.
• Some evaluators may be poor in writing essays on employee performance. Others may be superficial in explanation and use flowery language which may not reflect the actual performance of the employee.
Click Here To Download Essay Evaluation Method in Performance Appraisal
Paired Comparison Analysis
1. Definition of 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.
2. Advantages and disadvantages of paired comparison analysis
• It is useful where priorities are not clear.
• It is particularly useful where you do not have objective data to base this on.
• It helps you to set priorities where there are conflicting demands on your resources.
• This makes it easy to choose the most important problem to solve, or select the solution that will give you the greatest advantage.
3. Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first, cell second from left; B to row third, cell first from left and B to row first, cell third from left etc; column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options. You may want to convert these values into a percentage of the total score.
4. Paired comparison in performance appraisal
• The term used to describe an appraisal method for ranking employees.
• We use the above model to appraise employee’ s performance.
Weighted Checklist
1. Definition of 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.
2. Process of weighted checklist
• HR department and Managers / Supervisors will set up checklist for each position.
• If the rater believes strongly that the employee possesses a particular listed trait, he checks the item; otherwise, he leaves the item blank.
3. Sample of weighted checklist
• Does he give respect to his superiors? Yes/No
• Does he follow instructions properly? Yes/No
• Does he make mistakes frequently? Yes/No
The value of each question may be weighted equally or certain questions may be weighted more heavily than others.
4. Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign biased weights to the questions.
• This method also is expensive and time consuming.
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements about the employee’s characteristics, contributions and behaviors.
Critical Incident Method of Performance Appraisal
1. Definition of Critical incident method
• Critical incident is a method used for many sectors.
• Critical incident method- Recording of events by appraiser. An incident is critical when it illustrates what the employers has done or failed to do
• 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.
• Each employee will be evaluated as such and one’s performance appraisal will be based on the logs that are put in the evaluation form.
• The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior.
• At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance.
• The critical incidents file of performance appraisal is a form of documentation that reflect all data about employee performances.
2. Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an annual performance review session.
Click Here To Download Critical Incident Method of Performance Appraisal