Performance Appraisal & Evaluation Methods Quiz

Performance Appraisal and Evaluation Methods

• Performance review is helpful in providing feedback on performance evaluation, pinpointing strengths and weaknesses, and acknowledging training needs.
• Fundamental points in creating performance criteria include relevance to company strategic goals and failure to include important aspects of a performance standard.
• Another important point in setting performance standards is the inclusion of a "should have not been there" criterion and the reliability of the standard.
• Evaluating employee performance can be done through manager and department head ratings, self-appraisal, subordinate appraisal, peer appraisal, and 360-degree assessment.
• The Graphic Rating Scale method evaluates the extent to which an individual possesses certain traits or behaviors useful in achieving outstanding performance.
• The Mixed Standard Rating Scale method provides performance dimensions showing outstanding, average, and bad performance to the evaluator.
• The Forced Choice Method requires the evaluator to choose a single option in rating the employees from a multiple-choice format.
• The Written Report Method involves the evaluator preparing a written report detailing the employee's strengths and weaknesses in essay form.
• The Critical Incident Appraisal Method involves the manager keeping a record of exceptionally good and unacceptable employee behaviors.
• The Behavioral Checklist Method has been used by evaluators to rate behavioral aspects relevant to the employee's job by putting a check mark on the statement describing the employee's behavior.
• The Behaviorally Anchored Rating Scale technique uses rating scales behaviorally anchored on a sequence of statements descriptive of the employee's behavior.
• Performance appraisal methods are essential for providing a comprehensive evaluation of employees' performance and behavior in the workplace.