Q. Explain Past oriented method of appraisal?

1. Rating scale: this is the simplest and the most popular technique for appraising all employee performance. The typical rating scales system consists of several numerical scales, each representing job related performance criterion such as dependability initiative output, attendance attitude, co - operation and the like. Each scale ranges from a excellent to a poor. The number of points scored may be linked to salary increases where by so many points equal to a rise of some %.

2. Checklist: in this method, the rates do not evaluate employee performance, he supplies reports about it and the final rating is done by the personnel department. A series of questions are presented concerning an employee to his behaviour. The ratter, then checks to indicate if the answer to a question about an employee to positive / negative. The value of each question may be weighted equally or certain questions may be weighted more heavily than others. Generally, the questions are on yes / no pattern.

3. Forced choice method: in this the rate is given a series of statements about an employee. These statements are arranged in block of two or more, and the ratter indicates which statement's is most or least descriptive of the employee. Typical statements are

a) Learn fast - - - - - - - - - - - - - - - works hard

b) Work is reliable - - - - - - - - - - - - performance is a good example for

c) Absent often - - - - - - - - - - - - - - other usually tardy.

4. Forced distribution method: one of the errors in rating is leniency clustering a large number of employees around a high point on a rating scale. The forced distribution method seeks to overcome the problems by compelling the ratter to distribute the rates on all points on the rating scale. The method operates under an assumption that the employee performance level confirms to a normal statistical distribution. Generally, it is assumed that the employee performance levels conform to a bell shaped curve. For example the following distribution might be assumed to exist - excellent 10 per cent, good 20 per cent, below average 20 per cent, and unsatisfactory 10 per cent.

5. Critical incident methods: the approach focused on the certain critical behaviours of an employee that makes all the difference between effective and non - effective performance of a job. Such incidents are recorded by the superiors as and when they occur.