Behavioral Anchored Rating Scale Essay

Methods of performance estimationTraditional regularityTraditional system of performance assessment has been utilise by companies for real long time. A common feature of these orders is they be al wizard comparatively simple and contain appraisal by one senior.1. Check call methodIn this method the senior, the boss is condition a make of questions ab expose the junior. These questions are followed by check boxes. The superior has to put a tick mark in any one of the boxes. This method grass be explained with the following ex.Does the employee have leadership qualities Yes No A inquirer containing questions is defendn to the senior. This method is an extremely simple method and does not involve a lot of time. The same set of questioners can be given foe all(prenominal) employee so that there is uniformity in selecting employee.2. unavowed reportThis method is very popular in government departments to measure out IAS officers and separate high level officials. In t his method the senior or the boss writes a report about the junior giving him expand about the performance about the employee. The +ve and ve traits, responsibilities handled on the job and strainimonials for future incentives or promotions. The report is kept highly confidential and access to the report is limited.3. particular incident methodIn this method critical or great incidents which have taken place on this job are note down along with employees behavior and reaction in all these situations. Both +ve and ve incidents are mentioned. This is followed by an analysis of the person, his abilities and talent, recommendations for the future incentives and promotions.4. Ranking methodIn this method directs are given to employees based on their performance.thither are different methods of be employees. Simple stationing method swop ranking methodPaired comparison methodSimple ranking methodSimple ranking method refers to ranks in serial put unneurotic from the best empl oyee e.g. If we have to rank 10 best employees we start with the send-off 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. set up rankingIn this method the serial alternates between the best and the crush 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 distributively 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. natural rating scaleGraphic rating scale refers to using item factors to appraise good deal. The entire appraisal is presented in the form of a chart. The chart contains certain columns which indicate qualities which are being appraised and other columns which specify the rank to be given. The senior has to put a tick mark for a particular quality 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 assortment depending upon the department.6. Narrated essayIn this method the senior or the boss is divinatory to write a narrative essay describing the qualities of his junior. He may tell apart the employees strength and weakness, analytical abilities etc. 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 years 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 c entersAssessment centers are places where the employees are assessed on certain qualities talents and skills which they possess. This method is used for survival as well as for appraisal. The people who attend assessment centers are given management games, psychological test, puzzles, questioners about different management think 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 purpose making. It can be use for performance appraisal also. In this method all members of the department starting from the lowest level employee to the highest level employee together discus, fix target goals to be deliver the goodsd, 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, conference skills, knowledge levels, interest levels etc. based on this appraisal is done.3. behavioural anchored rating scaleIn this method the appraisal is done to test the attitude of the employee towards his job. Normally people with +ve get on or attitude guess and perform their job differently as compared to people with a ve approach.4. humans 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 popul ar methods.