Top 5 Modern Methods of Performance Appraisal

Top 5 Modern Methods of Performance Appraisal featured
Top 5 Modern Methods of Performance Appraisal featured

Top 5 Modern Methods of Performance Appraisal
Top 5 Modern Methods of Performance Appraisal

Performance appraisal comments are an essential part of the personnel review process, yet many employers still find them to be too time-consuming and complicated for the value they provide. Performance management software platforms give you the ability to automate your performance appraisal process, providing you with actionable insights into your employees’ job performance in just minutes per month.

Here are 5 modern performance appraisal methods

Objective-based management: According to Peter.F.Drucker, the performance of an employee can be evaluated on the basis of the targets he has achieved, as determined by the organization’s management. As a first step, management sets firm goals and communicates them to employees. 

For employees who fail to reach their pre-established goals, management will decide on a new strategy or policy to implement that will help them reach their aims.

Appraisals psychological: The psychologist evaluates the employee’s potential for future performance rather than their past performance, making this one of the most popular modern methods of performance appraisal. This method involves conducting in-depth interviews, administering psychological tests, discussing the results with supervisors, 

Assessments such as these are conducted to get a sense of the mental, emotional, motivational, and other characteristics of employees that are necessary to forecast their future performance.

Assessing Centres: During the assessment center, the managers perform work-related activities. Here the assessee participates in exercises such as going through a basket, role-playing, discussing, and using computer simulation tools. In this assessment, candidates are evaluated in terms of persuasiveness, communication skills, confidence, sensitivity to others’ feelings, mental alertness, and administrative abilities.

The entire exercise is conducted under the supervision of a trainer who observes the employee’s behavior and then discusses it with the rater who determines the employee’s performance.

Providing 360-degree feedback: As a form of feedback, other stakeholders, such as superiors, peers, team members, and the employee themselves, provide details about an employee’s 

performance. This method entails asking the employee about himself, i.e. how he feels about his performance, and then learning from this what his strengths are and where his weaknesses lay.

Additionally, the peer or team members are questioned about the employee’s performance, which allows the employee to gain a deeper understanding of how they feel about the employee and to overcome any disbelief they might have. This approach allows for a comprehensive evaluation of a worker from every angle.

A 720-degree feedback system: This is another method of feedback, in which assessment is not only conducted by stakeholders within the organization, but also by groups outside it. The performance of the employee is evaluated by external groups, such as customers, investors, suppliers, and financial institutions.

In modern performance appraisal, this is one of the most important methods since this group is the one that determines the success of the organization as a whole.

Companies are now using technology-based performance appraisals that are more accurate and comprehensive than traditional methods, and have a broader scope than traditional methods.


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