Performance Appraisal

Forced Distribution Method

The rater is asked to appraise the employee according to a predetermined distribution scale. The raters bias is sought to be eliminated here because workers are not placed at the higher or lower end of the scale. Two criteria used here for rating are the job performance and promoability.

 Then, five point scale is used without any mention of descriptive statements. Workers are placed between the two extreme of good and bad performance. Apart from job performance, another factor is promotability. The scale of this purpose consist of three points quite likely promotional material, may \ may not be promotional material, quite likely promotional material.

Forced choice method

GE: 20/70/10 Sun Microsystems: 30/30/30/10

Forced Choice method

This is a special type of checklist. Rater has to choose between two statements or more, all of which may be favorable or unfavorable. Appraisers job is to select that statement which is most appropriate to describe the employee. Slow but steady Avoid risks Consult headquarters on important decisions Meet the customer with confidence Friendly and informal Plain speaking. .

 Here the rater does not know the desirable answer for a particular job. This is available in the key kept confidential either in computer or files. The answers of rating are fed into the computer and marks obtained with the help of keys. Adv: Since appraiser does not know the correct answer, the bias is minimized.
Limitations: appraisers as well raters dislike this method, since they feel they are not taken into confidence by giving them the right answers.