Forced distribution method
This system is used to eliminate or minimize rater’s bias so that all the personnel may not be placed at the higher end or lower end of the scale. It requires the rater to apprise an employee according to a predetermined distribution scale under this system it is performance and promo ability. For this purpose a five point performance scale is used with out any descriptive statement. Employees are placed between the two extreme good or bad job performances. For ex 10% given to outstanding, 20% given to good and 40% given to satisfactory.
This method use in wage administration leads to low morale and low productive.
Under this method the rater does not evaluate employee performance; he supplies report about it and the final rating is done by personnel department. A series of question are presented concerning an employee to his behavior. The rater then checks to indicate if the answer to a question about an employee is positive or negative. The value of each question may be weighed equally or certain question may be weighed more heavily then others.
Is the employee really interested in job? Yes/no
Is he regular on his job? Yes/no
Is his equipment maintained in order? Yes/no
Does he ever make mistake? Yes/no
Does he follow instruction properly? Yes/no
This method suffers from bias on the part of the rater because he can distinguish positive or negative question
Process can be expensive and time consuming
Separate checklist must be developed.
Free essay method
Under this method the supervisor makes a free form, open ended appraisal of an employee in his own words and put down its impression about the employee. He takes note of these factors
Relation with fellow supervisor
General organization and planning ability
Job knowledge and potential
Employee characteristics and attitude
Production, quality, and cost control
Physical condition and
It contains a subjective evaluation of the reported behavior of an individual may effect such employment decision as promotion, lay-off. Etc.
Some appraisal may not write a descriptive report
The appraisal may be loaded with flowery language about the quality of rate then the actual evaluation
Critical incident method
The essence of this system is that it attempts to measure workers performance in terms of certain events and episode that occur in the performance rates job. These events are known as critical incident method. The supervisor keeps a written record of the event that can easily recalled and used at the time of performance appraisal.
Negative incident are generally more noticeable than positive ones
The supervisor may be put off and easily forgotten
Very close supervision may be required and it may not be like by the employee