![]() Step 1 – A list of ‘on the job behaviour’ with respect to a specific event is prepared. Under this method, only critical incidents and behaviour with regard to specific incidents concerned are taken for evaluation. The drawback of this method is that it consumes a lot of time and effort. ![]() If there are number of job categories different questionnaires need to be prepared. While preparing the questionnaire, an attempt should be made to ensure the consistency of the response by repeating the question in a different manner. When checklist is completed, it is sent to HR department which would compute the final scores of the appraisee. Each question carries weight in relation to its importance. Rater has to tick the ‘yes’ or ‘no’ column. HR department prepares a questionnaire containing a number of statements revealing character, attributes, job performance, attitude, knowledge, skills etc., of the employees. This method eases the evaluation burden of the raters. This method is objective but the construction of evaluative statement is a time consuming process. HR department would carry out ratings for all the statements. Each of the aforesaid statements carries weight which is not known to the rater.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |