Performance Appraisal Methods

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Decenzo and Robbins (1998) denominate that there are three existent approaches for measuring performance appraisal. These are (1) absolute standards (2) relative standards and (3) objectives. European Journal of Social Sciences – Volume 7, Number 3 (2009) 94 2.2.1. Absolute Standards One group of appraisal methods use absolute standard. This means that employees compare to a standard, and their evaluation is independent of any other employee in a week group (Dessler, 2000). Included in this group are the following methods: the essay appraisal, the critical incident appraisal, the checklist, the graphic rating scale, forced choice and behaviorally anchored rating scales. The essay appraisal: It is the simplest evaluating method in which evaluator writes an explanation about employee’s strength and weakness points, previous performance, positional and suggestion for his (her) improvement at the end of evaluation term. This kind of evaluations usually includes some parts of other systems to cause their flexibility. This method often combines with other methods. In essay appraisal, we attempt to focus on behaviors (Mondy, 2008). The critical incident appraisal: It focuses on key factors which make difference in performing a job efficiently. This method is more credible because it is more related to job and based on individual’s performance than characteristic. The necessity of this system is to try to measure individuals’ performance in term of incidents and special episodes which take place in job performance. These incidents are known as critical incident. In this method, the manager writes down the positive and negative individuals’ performance behavior in evaluation term (Mondy, 2008). The checklist: In this method, the evaluator has a list of situations and statements and compares it with employees. The checklist is a presentation of employee’s

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