What are the Future Oriented Methods of Performance Appraisal?

(a) Assessment Centers.
This technique was first developed in USA and UK in 1943. An assessment center is a central location where managers may come together to have their participation in job related exercises evaluated by trained observers. It is more focused on observation of behaviours across a series of select exercises or work samples. Assesses are requested to participate in in-basket exercises, work groups, computer simulations, role playing and other similar activities which require same attributes for successful performance in actual job. The characteristics assessed in assessment center can be assertiveness, persuasive ability, communicating ability, planning and organizational ability, self confidence, resistance to stress, energy level, decision making, sensitivity to feelings, administrative ability, creativity and mental alertness.

Advantages
(i) Well-conducted assessment center can achieve better forecasts of future performance and progress than other methods of appraisals.

(ii) Also reliability, content validity and predictive ability are said to be high in assessment centers.

(iii) The tests also make sure that the wrong people are not hired or promoted.

(iv) Finally it clearly defines the criteria for selection and promotion.

Disadvantages
(i) Costs of employees traveling and lodging psychologists.

(ii) Ratings strongly influenced by assessee’s inter-personal skills.

(iii) Solid performers may feel suffocated in simulated situations.
Those who are not selected for this also may get affected.

(b)360-Degree Feedback.
It is a technique which is systematic collection of performance data on an individual group, derived from a number of stakeholders like immediate supervisors, team members, customers, peers and self. In fact anyone who has useful information on how an employee does a job may be one of the appraisers.

Advantages
(i) This technique is highly useful in terms of broader perspective, greater self-development and multi-source feedback is useful.

(ii) 360-degree appraisals are useful to measure inter-personal skills, customer satisfaction and team building skills.

Disadvantages
(i) Receiving feedback from multiple sources can be intimidating and threatening.

(ii) Multiple ratters may be less adept at providing balanced and objective feedback.

(c) Management by Objectives.
It means management by objectives and the performance is rated against the achievement of objectives stated by the management.

(d) Psychological Appraisals.
These appraisals are more directed to assess employee’s potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with supervisors and review of other evaluations. It is more focused on employees emotional, intellectual, and motivational and other personal characteristics affecting his performance. This approach is slow and costly and may be useful for bright young members who may have considerable potential. However quality of these appraisals largely depend upon the skills of psychologists who perform the evaluation.

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maurice.mutuku answered the question on April 16, 2019 at 06:49