Q: How can you make sure the performance appraisal ties into a specific job description? Ans: By applying the appropriate performance methods to a specific job since there are variety of methods that can be use to determining employees specific performance, and for example there are four main method of determining performance which are 1] Trait method: This managers look at an employees specific traits in relation to the job, such as friendliness to the customer. 2] Behavioral method: This method looks at individual actions within a specific job. 3] Comparative method: This compares one employee with an other employees. 4] Results method: This method focused on employee accomplishment, such as whether or not employees met a quota. In category of performance appraisals there are two main aspects to appraisal methods. 1] Criteria: The employee is actually being evaluated on, tied directly to the employees job description. 2] Rating: The type of scale that will be used to rate each criterion in a performance evaluation. e.g. Scales of 1-5, essay ratings, yes/no ratings.

Q: Review each of the appraisal methods and discuss which one you might use for the following types of jobs and discuss you choices. a) Administrative Assistant b) Chief Executive Officer c) Human Resource Manager d) retail Store Assistant Manager. Ans: 1) Graphic Rating Scale: This is a behavioral method which perhaps is the most popular choice for performance evaluation that lists traits required for the job and asks the source to rate the individual on each attribute. Example A continuous scale shows a scale and the manager puts a mark on the continuum scale that best represents the employees performance and I believe this is suitable for Administrative Assistant. 2) Management by Objectives (MBO): This method is result oriented and also similar to the work standards approach, with a little differences and is a concept developed by Peter Drucker. In this approach the manager and employ sit down together and develop solid and clear objectives for the time period and when it time for the performance evaluation, the manager and employee should also sit down to review the goals that were set and determine whether they were met. And this gives room for open communication between the manager and the employee which also has the chance of "buy-in" since the employee also helped set the goals. To this method the managers and employee should be able to write strong objectives, however, the method is require a higher level of thinking to perform the job which is best applied for Chief Executive Officer and Administrative Assistants. 3) Ranking Methods/Stack Ranking: In this type of approach employees in a particular department are ranked based on their value to the manager or supervisor which is comparative method for performance evaluations. where the manager will have a list of all employees and will first choose the most valuable employee and put that name at the top and also choose the least valuable employee and put that name at the bottom of the list and the same process would be repeated with other employees. This should goes for Human Resource Manager. 4) Behaviorally Anchored Rating Scale (BARS): It determines the main performance dimension of the job. i.e interpersonal relationships, the tool utilizes narrative information and assigns quantified ranks to each expected behavior and in this system there is a specific narrative outlining what exemplifies a "good" and "poor" behavior for each category. By the way this type of system focus on the desired behaviors that are important to complete a task or perform a specific job. How ever the method combines a graphic rating Scale wit a critical incidents system, which is good and suitable for Retail Store Assistant Manager. In the long run of these appraisal methods I still prefer the Management by Objective (MBO) because it gives result oriented and which also similar to the work standards approach, which gives room for open communication between the manager and the employees to set a strong and clear objectives for the time period so my choice is management by objectives (MBO).

The above topic clearly outlines the various methods used to conduct the appraisal, but the real strength for the successful evaluations mainly depends upon the appraisal method that has chosen, and to choose a appraisal method firstly we have to define the performance standards to be achieved, and it should be properly understood and communicated to the employees, and moreover the method chosen should be error free. And, there are several other modern based appraisal methods like MBO, 360-DEGREES, ASSESSMENT-CENTRES, can be successfully implemented to evaluate the employees performance towards his/her assigned job.

the above outlines is conducted appraisal . this is help us to have a workable platform where the employees and employers can have a successful relationship.

Traits, behavior, comparative and result methods are critical when appraise performance of employees