COMPILATION OF ALL
THE DIFFERENT PERFORMANCE APPRAISAL METHODS
Trait approaches to performance appraisal are designed to measure the extent to which an employee possesses certain characteristics—such as dependability, creativity, initiative, and leadership—that viewed as important for the job and the organization in general. The fact that trait methods are the most popular is due in a large part of the ease with which they are developed. However, if not designed carefully on the basic of job analysis, trait appraisals can be notoriously biased and subjective.
Graphic Rating Scales
In this method, each trait or characteristics to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic. There are many variations of the graphic rating scale. The differences are to be found in:
(1) The characteristics or dimensions on which individuals are rated,
(2) The degree to which the performance dimensions is defined for the rater, and
(3) How clearly the points on the scale are defined.
The mixed-standard scale method is a modification of the basic rating scale method. These descriptions reflect three levels of performance:
Superior Average Inferior
After the three descriptions for each trait are written, they are randomly sequenced to form the mixed-standard scale.
The forced-choice method requires the rater to choose from statements, often in pairs, that appear equally favorable or equally unfavorable. The forced-choice method is not without limitations, the primary one being the cost of establishing and maintaining its validity. The fact that it has been a source of frustration to many raters has sometimes caused the method to be eliminated from appraisal programs. In addition, it cannot be used as effectively as some of the other methods as a tool for...