Based on the 4 detail of the 9 appraisal methods defined. Do you believe they ar

Question

Based on the 4 detail of the 9 appraisal methods defined. Do you believe they are effective? Why or why not?

a) Alternative Ranking Method

b)Paired Comparison Method

c) Forced Distribution Method-a variation of ranking method in which employees of a group are to be fitted into predetermined categories. This keeps managers from being lenient to employees but also can be unfair to a team of high performers where high performer gets rated as poor.

d) Critical Incident Method-typically a supervisor keeps notes of major incidents which display desired and undesired behaviors of the employees, because it exposed biases of supervisor since he uses his judgement to decide which behavior is favorable to firm or not.

e) Narrative/Essay Forms-the appraiser is supposed to write an essay on the performance of the employee and the end assign a global rating like excellent, poor, average to employee. Exposes supervisor biases and writing skills. This method is like critical incidents as it does not focus on day to day behaviors of employees which create the major part of employee’s performance.

f) Organizational Records

g) Behavioral Anchored Rating Scales (BARS)

h) Management by Objective (MBO)-supervisor determines the outcomes which are required from an employee. The goal based on that outcome is set by an agreement between supervisor and employee for an appraisal cycle. At the end the goal is compared with actual results to rate the employee.

(ii) These are the eight steps of performance management? Do you believe the Swan approach is better than the four appraisal methods defined ? Why or why not?

a) Performance Plan & Development Plan

b) Year Long On-going Feedback

c) Manager Solicits the Employee Self-Evaluation

d) Supervisor meets with Employee

e) Manager Completes the Report Card

f) Supervisor review Evaluation with his/her supervisor or HR

g) Supervisor sets meeting up with Employee

h) Supervisor discusses evaluation with employee

Explanation / Answer

Whenever an employee is getting appraisal he is judged on his performance/skills/lerning abilty and behvaiour , however there are some pre-defined techniques for appraisal on an employee.

1) Forced Distribution method- In thid method as the name suggests HR is forced to take those pre-specified limits/constraints only to rate the employees cannot go beyond that or cannot do anthing less than that.

For example : In my company we were total 40 employees and rating parameters are only 3 BelowAverage/Very Gud/Excellent. so here if a person is unde performance then he will considered as below average while a person who is doing his job good or even the person who is performing much better then the other people are rated as very good and the one who have done something extra like team idea etc they get will get Excellent however a fixed percentage is already confirmed that atleast 10 % have to be below average. So overall rating quota is fixed so its kind of forced rating and its not always in favour of employess.

2)Critical incident method-In this method employee is rated according to his behaviour in previous year situations may be very stressed situation where an employee has done something extra or just left the situation as if its only company's responsibility to look out over the issues. This method however is much better as atleast person's behaviour is judged but may not be liked by individual as they are unaware in which situations their behaviour will have impact on their rating.

For example; In my last company there was a situation when we were asked to do OT /work one day extra but in return there will be no compensation and manager requested everybody to come as there were some business requirements which were needed to fulfilled , so in that situation only around 20 people just agreed and remaining disareed so here behaviour of people would have impacted rating as manager wil see who is able to wokr extra and putting his extra efforts for work. So overall its a good method.

3) Narrative /Essay Forms:In this method the manager almost write and essay on the employee which will inclue his job responsibilites , his behaviour towards work , his achievements/ his goals . what's his plan for next level and what manager want to give him in rating/ his training plans for his employee. Almost everything related to employee and his job can be mentioned here. So , overall its also a good method of rating.

4)Management by Objective:In this method objectives are already settled between employee and HR manager related to his work /Performance /behaviour etc . So while appraisal only these objectives will be compared with the actual ones i.e what he has done overall in that year His achievements/ performance etc. Here they will clearly review the defined objective and actual results.

For example in objective an employee said he will achieve 150% of his target with 100% qualtity and will take 5% unplanned leaves yearly, however in his actual report he achieved his target by 160% with 100% quality but only his unplanned leaves ratio was 15% instead of 5% and unplanned leaves always have a negative impact on your rating. even if you are overahieveing your target as uplanned shows your ir-regularity to work which will also impact your promotions. So overall this rating is best as employee will have to answer for his objective and he will also believe that he is rated rightly as per his performance.

ii) SWAN - Strengths and weaknesses of attention- deficit/hyperactivity -symptoms and normal behaviour. SWAN is the preferred rating scale designed to measure positive attentionand impulse regulation behaviours based on DSM Criteria.SWAN can also be used to determine .

According to me Appraisal method is better as there are many options on which we can judge /rate th employee either on his behaviour/either on his hard work/or even his performance and extra efforts that he put for team objective. there is feasibilty to got for any method as per the organisation and their procedures. As all employees/same level will be trated same rating method for rating so that nodbody will feel bias and obviously for higher level managment as their criterias are different as compared to associate level employess.

These kind of methods are only used in MNC companies of big corporates and government companies as in small companies no rating is there they will just set a limit that only 10% increment yearly will be given to all employees irrespective of their hard work / progress or level. That's why sometimes employees feel ignored there in small companies and this can lead to dis-satisfied employees.

I have tried to give all the relevant examples also , do give a thums up if you are happy with my answer.Thanks,

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