Dessler - Performance Appraisal

Graphic Rating Scale Method

Description: This method involves rating employees on a predefined scale for various performance factors; Advantages: Simple to use and provides a quantitative measure; Disadvantages: Can be subjective and may not provide detailed feedback;

Alternation Ranking Method

Description: Employees are ranked from best to worst on a specific trait or overall performance; Advantages: Forces differentiation among employees; Disadvantages: Difficult to use with a large number of employees and can create competition rather than collaboration;

Paired Comparison Method

Description: Each employee is compared with every other employee, one at a time, on each trait; Advantages: Provides a clear ranking order; Disadvantages: Time-consuming and impractical for large teams;

Forced Distribution Method

Description: Employees are placed into predetermined performance categories (e.g., top 10%, middle 70%, bottom 20%); Advantages: Helps to prevent rating inflation; Disadvantages: Can demotivate employees and may not reflect true performance levels;

Critical Incident Method

Description: Managers keep a record of significant positive and negative performance events; Advantages: Provides specific examples for feedback and development; Disadvantages: Requires diligent record-keeping and can be time-consuming;

Narrative Forms

Description: Managers write a free-form report on an employee's performance; Advantages: Can provide comprehensive feedback; Disadvantages: Time-consuming and can be subjective;

Behaviorally Anchored Rating Scales (BARS)

Description: Combines elements of the graphic rating scale and critical incidents to provide specific behavioral examples for each rating level; Advantages: Reduces subjectivity and provides clear standards; Disadvantages: Complex to develop and implement;

Management by Objectives (MBO)

Description: Employees and managers set specific, measurable goals together, and performance is assessed based on the achievement of these goals; Advantages: Aligns individual performance with organizational goals and provides clear objectives; Disadvantages: Can be rigid and may focus too much on goal attainment rather than overall performance;

Assessment Centers

Description: Employees undergo a series of simulated tasks and exercises that mirror their job responsibilities; Advantages: Provides a realistic and comprehensive evaluation; Disadvantages: Expensive and time-consuming to administer;

360-Degree Feedback

Description: Collects feedback from an employee’s supervisors, peers, subordinates, and sometimes customers; Advantages: Provides a well-rounded view of performance; Disadvantages: Can be difficult to interpret and manage feedback from multiple sources;

Checklist and Weighted Checklist Method

Description: A checklist of performance-related behaviors is completed by the manager; Advantages: Easy to use and ensures key performance areas are evaluated; Disadvantages: May not capture the full scope of performance and can be subjective;

Electronic Performance Monitoring (EPM)

Description: Uses digital tools to monitor employee performance and productivity; Advantages: Provides real-time data and can improve efficiency; Disadvantages: Can be seen as intrusive and may impact employee morale;