1. Management past times Objectives (MBO)
blogspot.com//search?q=management-by-objectives-mbo-peter">MBO is used to mensurate the functioning of the managers.
Here the next procedure is used :-
- The superior too subordinate managers jointly ready mutual objectives.
- The superior too subordinate managers jointly brand plans for achieving the objectives.
- The subordinate managing director implements the plans.
- Then the actual functioning of the subordinate managing director is compared amongst the objectives too the deviations are institute out.
- Necessary Corrective Action is taken or the plans are modified.
MBO is a really practiced method of blogspot.com//search?q=management-by-objectives-mbo-peter">performance appraisal because the subordinates are involved inwards their appraisal.
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2. Assessment Centres
This method is generally used for selecting employees too managers. However, now-a-days this method is used for functioning appraisal. It is used to create upwards one's heed which managing director to promote to a higher level. The ratees are given many psychological tests, management games, oral presentations too other exercises. They are asked questions too they are judged past times the raters.
3. Behaviourally Anchored Rating Scales (BARS)
BARS method is a variation of unproblematic graphic scale method. Here, the demeanour or mental attitude of the employee towards his labor is rated. Some employees direct maintain a positive mental attitude towards their job. They continuously endeavour to upgrade (improve) their cognition too skills. However, about employees direct maintain a negative mental attitude towards their job. They create non endeavour to upgrade too update their cognition too skills So, the employees tin endure divided into 2 groups based on their demeanour towards their job.
4. Role Analysis
The purpose analysis method involves 2 parties, viz., the focal purpose too the purpose laid members. The focal purpose is the ratee. That is, he is a managing director whose functioning is appraised. The purpose laid members are the raters. That is, they are the managers who come upwards inwards unopen contact amongst the focal purpose spell he is doing his job. The purpose laid members volition gauge the functioning of the focal role. As per their judgements, the focal purpose volition brand changes inwards his performance.
5. Human Resource Accounting (HRA)
Human Resource Accounting blogspot.com//search?q=management-by-objectives-mbo-peter">HRA measures the terms too contribution of human resources inwards the organisation. The terms includes the terms of recruitment, selection, induction, training, salaries too other facilities, etc. Contribution is the coin value of the service of the employees. This service is measured past times labour productivity. If the contribution is to a greater extent than than the cost, thus the employee functioning is positive too vice-versa.
6. Psychological Appraisal Method
Psychological appraisal is done to honour out the conceptual skills, human skills, technical skills, etc. of the employee. It is done past times unlike methods, such every bit in-depth interviews, psychological tests, consultations too discussions amongst the employees, superiors, subordinates too others, who are working amongst the employee.
