Human Resource Management

MBA- 609 DL Human Resource Management

Topic: Discuss the pros and cons of at least three performance appraisal tools

Performance appraisal is the process of deciding the worth of an employee for a company. Organizations and supervisors use various regular appraisal methods to survey employee performance. Performance appraisal is characterized as a deliberate and periodic procedure is that surveys an individual worker's job performance and efficiency in connection pre-established criteria and organizational objectives. Performance appraisal ought to propel a worker to better way of execution by offering him some assistance for understanding why he needs to move away from poor performance or toward critical objectives. Every procedure has advantages and disadvantages. To figure out which procedure works best for your business, you have to comprehend the purposes of appraising performance. [2]

There are several different methods or techniques of performance appraisal: ranking method, graphic rating scale form, management by objectives (mbo) method, critical incidents method, behaviorally anchored rating scale (bars) form, narrative method or form, forced choices and essays.[4]

In this paper, we intend to review and determine the pros and cons of three of these performance evaluations.

Rating scales

The graphic rating scale and behavioral rating scale are two common rating scale appraisal techniques. With the graphic scale, workers are essentially appointed a score on criteria important to success of employment. The behavioral scale concentrates on real practices.

In the graphic rating scale frame, this configuration is viewed as the most established and most well known technique to survey the employee's performance. In this style of performance appraisal, the management just basically does keep an eye on the performance levels of their staff. The graphic rating scale structure is a performance appraisal checklist on which manager sim­ply rates performance on a continuum, such as incredible, great, normal, reasonable and poor. The continuum frequently incorporates a numerical scale, for instance from 1 (most minimal execution level) to 5 (most elevated execution level). [4]

Behaviorally Anchored Rating Scales (BARS) – joins the advantages of accounts, basic occurrences, and evaluated scales, by mooring a scale with particular behavioral samples of good or poor performance. The five stages in building up a BARS are: 1) creating basic episodes; 2) creating execution measurements; 3) reallocating occurrences; 4) scaling the occurrences; and 5) developing final instrument.[4]

Advantages

•Reduces the potential for one-sided reactions;

•Focuses on particular, recognizable practices;