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We are currently undergoing maintainence, please come back soon. Performance Appraisal Methods: Traditional and Modern Methods! Each method of performance appraisal has its strengths and weaknesses may be suitable for one organisation and non-suitable for another one. All the methods of appraisal devised so far have been classified differently by different authors. Aswathappa has classified these into two categories past-oriented and future-oriented. Beatty and Schneier have categorised various methods of appraisal into four groups: comparative methods, absolute methods, goal setting, and direct indices. A more widely used classification of appraisal methods into two categories, viz.
While traditional methods lay emphasis on the rating of the individual’s personality traits, such as initiative, dependability, drive creativity, integrity, intelligence, leadership potential, etc. In the discussion that follows, each method under both categories will be described briefly. The employees are ranked from the highest to the lowest or from the best to the worst. In doing this the employee who is the highest on the characteristic being measured and also the one who is L lowest, are indicated. Then, the next highest and the next lowest between next highest and lowest until all the employees to be rated have been ranked. Thus, if there are ten employees to be appraised, there will be ten ranks from 1 to 10. It is very difficult to compare one individual with others having varying behavioural traits.