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1. Types performance appraisal
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I. Contents of getting types performance appraisal
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A performance appraisal, or performance review, is a formal interaction between an employee
and her manager. This is when the performance of the employee is assessed and discussed in
thorough detail, with the manager communicating the weaknesses and strengths observed in the
employee and also identifying opportunities for the employee to develop professionally.
Here are some different types of performance appraisals that can be performed depending upon
the needs of the organization or the employee.
General Appraisal
In this method there is an ongoing communication between the manager and employee
throughout the entire year. At the end of the year they will determine whether the pre-set goals
and objectives were met, provide feedback, and set new goals.
The 360-Degree Appraisal
In this process of appraisal involves allowing other employees to fill out a questionnaire detailing
their experiences with a specific employee. The feedback of peers can be reviewed by the
manager and considered during the appraisal.
Technological/Administrative Performance Appraisal
In this its focuses more on technical skill than anything else because these employees have
expert tasks. They are judged on specific skills, the amount of work they produce/complete, and
a variety of other tasks.

2. Manager Performance Appraisal
In this appraisal managers must go through the appraisal process. This type of appraisal usually
covers both job skill as well as human resource skill, as most managers usually have clients to
keep happy as well as a team to keep organized. Most often a manager appraisal will include
feedback from team members, usually obtained secretly.
Employee Self-Assessment
This type of appraisal is one of the most dreaded by employees as no one seems to enjoy rating
themselves. Most often the self-assessment is compared to an assessment completed by the
manager and then discussion regarding the differences follows.
Project Evaluation Review
A project evaluation review is a great project management tool. Instead of waiting until the end
of the year an employee or team is reviewed at the end of each project. This gives them the tools
necessary to make adjustments for the next project.
Sales Performance Appraisal
Sales performance appraisals are often the easiest to conduct but the most painful. A salesperson
is simply judged on his results versus his set goals and salesmen are often held to their financial
goals more than any other section of the organization. A manager and salesperson must discuss
ways to achieve their goals or changes that need to be made to make them reachable yet still
realistic.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.

3. Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method

4. Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method

5. In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
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