1. Critical incident method



The critical incidents for performance appraisal is a method in which the manager writes down positive and negative performance behavior of employees throughout the performance period



2. Weighted checklist

This method describe a performance appraisal method where rater familiar with the jobs being evaluated prepared a large list of descriptive statements about effective and ineffective behavior on jobs



3. Paired comparison analysis

Paired comparison analysis is a good way of weighing up the relative importance of options.

A range of plausible options is listed. Each option is compared against each of the other options. The results are tallied and the option with the highest score is the preferred option.



4. Graphic rating scales

The Rating Scale is a form on which the manager simply checks off the employee’s level of performance.

This is the oldest and most widely method used for performance appraisal.



5. Essay Evaluation

This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior. Essay evaluation is a non-quantitative technique

This method usually use with the graphic rating scale method.



6. Behaviorally anchored rating scales

This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance.

It is a combination of the rating scale and critical incident techniques of employee performance evaluation.



7. Performance ranking method

Ranking is a performance appraisal method that is used to evaluate employee performance from best to worst.

Manager will compare an employee to another employee, rather than comparing each one to a standard measurement.



8. Management By Objectives (MBO)

MBO is a process in which managers / employees set objectives for the employee, periodically evaluate the performance, and reward according to the result.

MBO focuses attention on what must be accomplished (goals) rather than how it is to be accomplished (methods)



9. 360 degree performance appraisal

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.



10.Forced ranking (forced distribution)

Forced ranking is a method of performance appraisal to rank employee but in order of forced distribution.



For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom.



11. Behavioral Observation Scales

Behavioral Observation Scales is frequency rating of critical incidents that worker has performed.