These standards are incorporated into the organizational performance appraisal system.
There are many methods that organisations can implement depending on their preference as most have their specific advantages as well as limitations. A graphic rating scale lists the traits each employee should have and rates workers on a numbered scale for each trait.
The scores are meant to separate employees into tiers of performers, which can play a role in determining promotions and salary adjustments.
The Essay evaluation method is a non-quantitative technique and highly subjective.
While it provides a good deal of information about the employee, it takes a lot of time of the appraiser which is not always feasible.
It provides an objective basis for conducting a thorough discussion of an employee’s performance.
In this technique, management establishes the goals openly and sets targets against realistic output standards.The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior.At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance.The method is easy to understand and quite user friendly.It allows behaviors to be quantified making appraisal system much easier.That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met.Usually the objectives are established jointly by the supervisor and subordinate.The employees are ranked from the highest to the lowest or from the best to the worst.The problem here is that it does not tell that how much better or worse one is than another.Also it cannot be used for large number of employees.MBO (management by objectives) methods of performance appraisal are results-oriented.