Question

A comprehensive employee appraisal is often made up of several different methods of performance evaluation. You can choose to use just one evaluation process when judging an employee's performance, but when you use multiple evaluation methods you are able to get a broader picture of the areas where the employee needs improvement and what recommendations you should make to support employee development.

Self-Evaluation

The self-evaluation is often effective when teamed up with a performance review. The employee is asked to judge his own performance by using a form that requires multiple choice answers, essay-type answers or a combination of the two. One of the benefits of a self-evaluation is that a manager can compare the self-evaluation to the manager's own appraisal and see the areas where there is a discrepancy in an understanding of employee performance. This opens up conversation between the manager and the employee that can be beneficial to employee development.

360 Evaluation

An employee's development consists of progress made within his own department, and the effectiveness of his interaction with the rest of the company. A 360 degree performance evaluation is one that involves input from managers in other departments that the employee works with on a regular basis, according to the Missouri Small Business and Technology Development Centers. Employees are evaluated on their effectiveness within their own department based on their job descriptions, and they are also evaluated based on how effectively they work with the rest of the company.

Graphic Scale

According to the Food and Agricultural Organization of the United Nations, the graphic scale of performance evaluation is one of the more common ones used by managers. The employee's performance in various areas of her job duties is graded on a scale. The value in a graphic evaluation system is that it allows managers to compare the performance of several employees simultaneously. The system can be done with numbers or letters, and it usually consists of a range, running from poor to excellent.

Checklists

A checklist evaluation method is simplistic but effective. It consists of a series of performance questions that are traditionally given the option of yes or no, according to online educational resource Open Learning World. An excessive number of negative responses indicates developmental training is needed for that employee. The checklist can be used as a quick way to identify employees that have deficiencies in too many performance areas.

Critical Incident

A proactive manager keeps an ongoing log throughout the year of an employee's performance, and then uses that information to fuel discussion during the employee performance review. This method of keeping a list of good and bad incidents of employee performance is known as critical incident evaluation.

For your individual development, consider the following three questions:

Differentiate the performance evaluation methods discussed in the article.

Explain the advantages and disadvantages of the methods discussed.

Which method do you think is the best? Why?

Answer 1

Each of the five performance evaluation method is unique and has its own series of advantages and limitations, if we consider each of them then we will observe that the Self Evaluation is a convenient and fair method where the goals and objectives are rated by the employee and then by the manager and if the rating are quite close then the evaluation is as per the expectation of the both and they should be satisfies but if they do not match then the manager needs to justify their reasons and even the employee too.

In the 360 evaluation I believe that the employee is evaluated based on each and every thing they do and feedback is collected from more than one supervisor because the departmental performance along with organizational performance both matters and here the employee has to prove themselves more. Graphic Scale is a simple and popular method where employees are evaluated based on their performance on the goals or objectives assigned and there is a scale that that rates them. The checklist is a similar king where there are questions based on the performance of the employees in which the answer has to be in yes or no. and based on the answers the evaluation is done. Critical Incident is the year long review in which the manager is aware of the right and wrong of the employee throughout the year based on which the rating is done.

I think that the critical incident method is the best in this all the activities of the employee based on the performance parameters are considered and based on that the evaluation is done by the manager. In this case the employee may have the scope of creating mistakes and then it can be overturned by good performance and I feel that this is the most fair and just method.