Behavioral Anchored Rating Scale Essay

Methods of setance judgementTraditional modeTraditional manner of performance judgment has been used by companies for very coherent time. A common swash of these regularitys is they argon wholly relatively simple and involve appraisal by one senior.1. Check count systemIn this method the senior, the boss is given a list of questions some the junior. These questions ar followed by check boxes. The superior has to put a tick mark in any one of the boxes. This method can be explained with the following ex.Does the employee have leadership qualities Yes No A questioner containing questions is given to the senior. This method is an extremely simple method and does not involve a divide of time. The same set of questioners can be given foe every employee so that there is consonance in selecting employee.2. Confidential reportThis method is very prevalent in government departments to appraise IAS officers and different high level officials. In this method the senior or the boss pull throughs a report ab out(p) the junior giving him details about the performance about the employee. The +ve and ve traits, responsibilities handled on the job and recommendations for future incentives or promotions. The report is kept highly confidential and access to the report is limited.3. Critical incident methodIn this method critical or important incidents which have taken place on this job be noted down along with employees behavior and reaction in all these situations. Both +ve and ve incidents be mentioned. This is followed by an analysis of the soulfulness, his abilities and talent, recommendations for the future incentives and promotions.4. Ranking methodIn this method ranks are given to employees found on their performance.There are different methods of be employees. Simple ranking methodAlternate ranking methodPaired comparison methodSimple ranking methodSimple ranking method refers to ranks in serial order from the outperform employee e.g. If we have to rank 10 best employees we start with the scratch best employee and give him the first rank this is followed by the 2nd best and so on until all 10 have been given ranks.Alternate rankingIn this method the serial alternates between the best and the worst employee. The best employee is given rank 1and then we move to the worst employee and give him rank 10 again to 2nd best employee and give him rank 2 and so on.Paired comparisonIn this method each and every person is the group, department or team is compared with every other person in the team/group/department. The comparison is made on certain criteria and finally ranks are given. This method is superior because it compares each and every person on certain qualities and provides a ranking on that basis.5. lifelike rating scaleGraphic rating scale refers to using specific factors to appraise heap. The entire appraisal is presented in the form of a chart. The chart contains certain columns which indicate qualities which are bein g appraised and other columns which see the rank to be given. The senior has to put a tick mark for a particular woodland along with the ranking. Such charts are prepared for every employee. According to the department in which they work. Sometimes the qualities which are judged may change depending upon the department.6. Narrated essayIn this method the senior or the boss is supposed to write a archives essay describing the qualities of his junior. He may describe the employees strength and weakness, analytical abilities and so forth the narrative essay ends with a recommendation for future promotion or for future incentives.Modern methodsModern methods of appraisal are being increasingly used by companies. Now days one of the striving feature that appraisal involves is, the opinion of many people about the employee and in some cases psychological test are used to analyze the ability of employee. These methods are as follows1. Assessment centersAssessment centers are places wher e the employees are assessed on certain qualities talents and skills which they possess. This method is used for selection as well as for appraisal. The people who mind assessment centers are given management games, psychological test, puzzles, questioners about different management related situations etc. based on their performance in these test and games appraisal is done.2. Management by objectiveThis method was given by Petter Druckard in 1974. It was intended to be a method of group closing making. It can be use for performance appraisal also. In this method all members of the department starting signal from the lowest level employee to the highest level employee unitedly discus, fix target goals to be achieved, plan for achieving these goals and work together to achieve them. The seniors in the department get an opportunity to observe their junior- group efforts, communication skills, knowledge levels, interest levels etc. based on this appraisal is done.3. Behavioral anc hored rating scaleIn this method the appraisal is done to test the attitude of the employee towards his job. Normally people with +ve approach or attitude view and perform their job differently as compared to people with a ve approach.4. Human resource audit/accountingIn this method the expenditure on the employee is compared with the income received due to the efforts of the employee. A comparison is made to find out the utility of the employee to the organization. The appraisal informs the employee about his contribution to the company and what is expected in future. 5. 360* appraisalIn this method of appraisal and all round approach is adopted. Feedback about the employee is taken from the employee himself, his superiors, his juniors, his colleagues, customers he deals with, financial institutions and other people he deals with etc. Based on all these observations an appraisal is made and feedback is given. This is one of the most popular methods.