Techniques of Performance Appraisal-A Review
Ashima Aggarwal1, Gour Sundar Mitra Thakur2
1Ashima Aggarwal, Department of Computer Science and Engineering, Lovely Professional University, Phagwara, Punjab, India.
2Gour Sundar Mitra Thakur, Department of Computer Science and Engineering, Lovely Professional University, Phagwara, Punjab, India.
Manuscript received on January 23, 2013. | Revised Manuscript received on February 10, 2013. | Manuscript published on February 28, 2013. | PP: 617-621 | Volume-2 Issue-3, February 2013. | Retrieval Number: C1188022313/2013©BEIESP
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Performance appraisal system is used in the organizations to measure the effectiveness and efficiency of their employees. Performance Appraisal system is needed because every employee has a different attitude to handle the work. Performance Appraisal tends to improve the work performance, communication expectations, determining employee potential and aiding employee counseling. In this paper we present the review of some popular performance appraisal techniques along with their pros and cons. Ranking, Graphic Rating Scale, Critical Incident, Narrative Essays, Management By Objectives, Assessment Centers, BARS, 360 Degree and 720 Degree are some performance appraisal techniques.
Keywords: Ranking, Graphic Rating Scale, Critical Incident, Narrative Essays, MBO, Assessment Centers, BARS, Human Resource Accounting, 360 degree appraisal,720 degree appraisal.