Briefly explain the methods used in performance appraisal citing suitable examples.

Methods used in performance appraisal are -

(a) Traditional Performance Rating: Traditional rating involves a completion of a form by the immediate supervisor of the individual who is being evaluated. In some cases, attempts are made to accomplish the rating by a committee consisting of the immediate supervisor, the supervisor’s superior and one or two more officers of the company who are familiar with the rates. Although ratings by the committee bring several viewpoints together and overcome the superior’s bias, if any, they are highly time-consuming. The conventional rating scale form incorporates several factors, such as, job knowledge, judgment, organising ability, dependability, creativity, dealing with people, delegation, and leadership. The rating is assigned by putting a tick mark horizontally. Frequently, descriptive phrases are given in the form to guide the rater while evaluating the rates. This method is very simple to understand and easy to apply. On the basis of ratings on specific factors, it is possible to identify areas in which the individual requires further development. The ratings on specific factors can be summated to obtain a composite performance score. The merit-rating scales are frequently criticised from the standpoints of clarity in standards, differing perceptions, excessive leniency or strictness, the central tendency, the halo effect, and the impact of an individual’s job. The basic criticism of the traditional performance rating is concerned with its emphasis on personality traits instead of job performance. _________ _________ _______ ___ ____ ___ _________ __________ _________ _________ ____.
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