Past Oriented Methods include:
- Rating Scales: Rating scales consists of several numerical scales representing job-related performance criterions such as dependability, initiative, output, attendance, attitude etc
- Checklist
- Forced Choice Method: The series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false.
- Forced Distribution Method: here employees are clustered around a high point on a rating scale.
- Critical Incidents Method: The approach is focused on certain critical behaviors of employee that makes all the difference in the performance.
- Field Review Method: This is an appraisal done by someone outside employees’ own department usually from corporate or HR department
Future-Oriented Methods include:
- Management by Objectives: It means management by objectives and the performance is rated against the achievement of objectives stated by the management. MBO process goes as under.
- Establish goals and desired outcomes for each subordinate
- Setting performance standards
- Comparison of actual goals with goals attained by the employee
- Establish new goals and new strategies for goals not achieved in the previous year.
- Psychological Appraisals: These appraisals are more directed to assess an employee’s potential for future performance rather than the past one.
- Assessment Centers: 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 behaviors across a series of select exercises or work samples
- 360-Degree Feedback: This is a technique with a systematic collection of performance data on an individual group, derived from a number of stakeholders like immediate supervisors, team members, customers, peers and self.