ADVERTISEMENTS: Performance Appraisal Methods: Traditional and Modern Methods! Each method of performance appraisal has its strengths and weaknesses may be suitable for one organisation wipro essay writing topics non-suitable for another one. Performance Appraisal Methods: Traditional and Modern Methods! 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. Modem methods tend to be more objective and worthwhile. The various methods included in each of the two categories are listed in Table 28. In the discussion that follows, each method under both categories will be described briefly.
It is the oldest and simplest formal systematic method of performance appraisal in which employee is compared with all others for the purpose of placing order of worth. 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.
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