Chapter-6 Tools Pmrs
Chapter-6 Tools Pmrs
Chapter-6 Tools Pmrs
Traditional Methods
Graphic Rating Scales Confidential Reports Straight Ranking Method Paired Comparison Method Force Distribution Methods Grading System Check List Method Critical Incident Method
Confidential Reports
It differs from department to department. The report is written for a unit of one year and relates to the performance, ability and character of the employee during the particular year.
Grading System
It contain features like analytical ability, cooperativeness, dependability, job knowledge, etc. are selected for evaluation. The grades may be rated as :A-Outstanding; B-Very Good; C-Satisfactory; D-Average; EBelow Average, etc.
Checklist Method
A list of statement that describes the characteristics and performance of employees on the job. Simple Checklist Weighted Checklist Forced Choice Checklist
Group Appraisals
Employees are rated by an appraisal group,consisting of their supervisor, and three or four other persons who have some knowledge of their performance. The supervisor explains to the group the nature of his subordinates duties. The group then discusses the standards of performance for that job, the actual performance of the employee and the causes of their particular level of performance and offers suggestions for future improvements, if any.
HR Scorecard
It allots the four dimension rating to assess
the progress level of human resources in an organization. HR system maturity, HR competencies of the organization, HR culture of the organization, and HR linkage to business goals.
HR Systems Maturity
The HR systems maturity assesses the extent to which various HR subsystems and tools are well designed and are being implemented. There are seven factors that need to be taken into account The system should be appropriate and relevant to business goals. They should focus on current and future needs of the corporation.
HR Linkage to Goals
The HRD efforts like tools, processes, culture are driven to achieve business goals. The goals are Profitability, Internal operational efficiencies, Internal customer satisfaction, External customer satisfaction,
HR Accounting
Under this method, performance is judged in terms of cost and contributions of employees. Cost consists of expenditure on human resource planning, recruitment, selection, induction, training, compensation etc. Contribution consists of money value of labour productivity.
Competency Mapping
It involves the determination of the extent to which the various competencies related to a job are possessed by the person.
Colleagues
EMPLOYEE
Customers
Subordinates
Management by Objectives
It needs the managers to set a specific measurable goal for each employee and then periodically discuss the progress towards these goals.
Process of MBO
1. 2. 3. 4. 5. 6. Set the organizations goals Set departmental goals Discuss departmental goals Define expected results Performance reviews Provide feedback
Advantages of MBO
It leads to greater satisfaction, greater agreement, greater comfort and less tension. This approach is considerably superior to the traditional approach of performance appraisal. It emphasize training and development of individuals. It also has a built in device of self-appraisal by the subordinates.
Limitations of MBO
This method can be used only when goal setting is possible by the subordinates. It involves considerable time, energy and expenditure. This approach mainly emphasizes counseling, training and development. This approach is appropriates for the appraisal of executives and supervisory personnel who can understand it. Setting objectives with the subordinates sometimes turns to a tug of war.
Stages of BARS
Create Critical Incidents, Develop Performance Dimensions, Renovation of Incidents, Measure the Incidents, Develop final mechanism.
Advantages of BARS
It help to clarify what is meant by extremely good performance, average performance and so forth. It is more useful in providing feedback to appraise than simply informing them of their performance rating. The technique is not biased by the experience and evaluation of the rater.
Disadvantages of BARS
It is a time consuming and expensive method. It is more activity oriented than result oriented. Several appraisal forms are required to accommodate different types of job in the organization.