Performance Appraisal Methods: Pros, Cons, and Best Practices
This paper examines three common performance appraisal methods — the graphic rating scale, forced distribution, and the essay approach — outlining how each works and the contexts in which it is applied. It then compares the advantages and disadvantages of each method, noting issues such as rating errors, forced discrimination, and subjectivity. The paper also addresses the legal implications of appraisal design, emphasizing the importance of consistency, objectivity, and non-discrimination. Finally, it identifies Management by Objectives (MBO), 360-degree appraisals, and narrative methods as among the most effective approaches for evaluating employee performance.
- Introduction to Performance Appraisal Approaches: Overview of common performance appraisal methods
- The Graphic Rating Scale: How graphic rating scales work and their structure
- Forced Distribution and Essay Approaches: Description of forced distribution and essay appraisal methods
- Advantages and Disadvantages of Each Method: Pros and cons of graphic, forced, and essay methods
- Legal Implications of Appraisal Approaches: Legal requirements and anti-discrimination considerations
- Best Performance Appraisal Methods: MBO, 360-degree, and narrative methods recommended
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What makes this paper effective
- Clearly structures each appraisal method with a description followed by a balanced pros-and-cons analysis, making comparisons easy to follow.
- Uses concrete numerical examples (e.g., the forced distribution percentages for 40 employees) to ground abstract concepts in practical application.
- Addresses real-world concerns — legal compliance and best-practice recommendations — giving the paper applied relevance beyond pure description.
Key academic technique demonstrated
The paper demonstrates comparative analysis by systematically evaluating multiple methods against the same criteria (description, advantages, disadvantages, and legal standing), then synthesizing the comparison into a reasoned recommendation. This structure is a standard technique in business and human resources writing for evidence-based decision-making.
Structure breakdown
The paper opens with descriptions of three appraisal methods, then pivots to a parallel pros-and-cons section for each. A dedicated section addresses legal considerations, and the paper closes with a recommendation section identifying MBO, 360-degree, and narrative methods as superior approaches. The progression moves logically from description to evaluation to prescription.
Introduction to Performance Appraisal Approaches
Performance appraisal is a critical function of human resource management, providing organizations with structured methods for evaluating employee performance. Three of the most commonly used approaches are the graphic rating scale, forced distribution, and the essay method. Each carries distinct characteristics, strengths, and limitations that affect how fairly and accurately employee performance is assessed.
The Graphic Rating Scale
The graphic rating scale is one of the most common methods used in performance appraisal evaluation. It requires evaluators to indicate the level at which an employee manifests a given trait, performance result, or behavior related to the delivery of work-related tasks. The ratings are tailored to capture performance in specific work-related areas, such as level of job knowledge, quality of work, and degree of responsibility. The scale offers a continuum stretching from descriptors such as "low" to "high," "poor" to "good," or "least effective" to "most effective." Although scales may extend further, they typically include a maximum of seven points. The graphic variety may often not define each point explicitly.
The following characteristics should positively influence the acceptability of a graphic rating scale:
First, performance ratings must be clearly defined. Second, the scale should reflect observable behavior and be backed by concrete evidence in order to ensure objectivity. Third, it should avoid ambiguous and subjective terms such as "honesty," "loyalty," and "integrity." If such terms must be used, observable behaviors should be cited to support them. Fourth, the points on the scale should be objective and directly related to the aspect of performance being measured. For instance, when describing an individual's verbal fluency, it is preferable to use descriptors such as "fluent," "hesitant," or "unimpeded" rather than "very good," "average," "poor," or "below average."
References
exploreHR. (2016, February 7). Performance appraisal methods. Retrieved from http://www.explorehr.org/articles/Performance_Appraisal/Performance_Appraisal_Methods.html
Kokemuller, N. (2016, February 7). The pros & cons of performance appraisal methods. Retrieved February 7, 2016, from Chron: http://smallbusiness.chron.com/pros-cons-performance-appraisal-methods-39497.html
Mayhew, R. (2016). Best appraisal method for office managers. Retrieved from Chron: http://smallbusiness.chron.com/appraisal-method-office-managers-60685.html
Mayhew, R. (2016, February 7). Legal aspects of performance appraisals. Retrieved from Chron: http://work.chron.com/legal-aspects-performance-appraisals-20795.html
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