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    Forced Choice: Performance Appraisal

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    maulik jani
    The document discusses the forced choice performance appraisal method. It describes the process as having employees select between options to reduce bias. Managers then score based on the choices. It provides an example question table and discusses advantages like standardizing ratings and reducing bias, while disadvantages include difficulty developing forms and limited use for lower levels.

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    Forced Choice: Performance Appraisal

    Uploaded by

    maulik jani
    382 views14 pages
    The document discusses the forced choice performance appraisal method. It describes the process as having employees select between options to reduce bias. Managers then score based on the choices. It provides an example question table and discusses advantages like standardizing ratings and reducing bias, while disadvantages include difficulty developing forms and limited use for lower levels.

    Original Title

    Balanced Scorecard

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    The document discusses the forced choice performance appraisal method. It describes the process as having employees select between options to reduce bias. Managers then score based on the choices. It provides an example question table and discusses advantages like standardizing ratings and reducing bias, while disadvantages include difficulty developing forms and limited use for lower levels.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    382 views14 pages

    Forced Choice: Performance Appraisal

    Uploaded by

    maulik jani
    The document discusses the forced choice performance appraisal method. It describes the process as having employees select between options to reduce bias. Managers then score based on the choices. It provides an example question table and discusses advantages like standardizing ratings and reducing bias, while disadvantages include difficulty developing forms and limited use for lower levels.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 14

    Forced Choice

    Performance Appraisal
    Forced Choice Method
    • It is one of the comparative method for
    performance appraisal.

    • It was developed to reduce the biasness


    and establish objective standards of
    comparison b/w individual employee.
    Process
    • From some sentence the rater selects one.
    • Mostly rating on the basis of psychological test
    is scored.
    • Rating is given by HRD Manager
    The favorable qualities earn a plus credit
    and the unfavorable ones earn the reverse.
    The worker gets over plus when the positive
    factors override the negative ones or when
    one of the negative phrases is checked as
    being insignificantly rated.
    EXAMPLE
    Table: Forced Choice Items
    1. Least Most
    A Does not anticipate difficulties A
    B Grasps explanations easily and quickly B
    C Does not waste time C
    D Very easy to talk to D
    2. Least Most
    A Can be a leader A
    B Wastes time on unproductive things B
    C At all times, cool and calm C
    D Smart worker D
    Advantages
    • Standardize rating
    • Reduce biasness
    • Psychological appraisal is possible
    Disadvantages
    • Difficulty and Cost of developing
    forms
    • It is not used in performance
    appraisal interview.
    • Use limited to middle and lower
    management level.
    Balanced Scorecard
    The Balanced Scorecard is a performance management approach
    that focuses on various overall performance indicators, often
    including customer perspective, internal-business processes,
    learning and growth and financials, to monitor progress toward
    organization's strategic goals. Each major unit throughout the
    organization often establishes its own scorecard which, in turn, is
    integrated with the scorecards of other units to achieve the
    scorecard of the overall organization.
    Implementing Balanced Scorecards
    typically includes four processes:

    Translating the vision into operational goals;



    Communicating the vision and link it to individual
    performance;

    Business planning; index setting

    Feedback and learning, and adjusting the strategy
    accordingly.
    Four general perspectives

    Financial perspective;
    Customer perspective;
    Internal process perspective;
    Innovation and learning perspective
    Benefits of the balanced
    scorecard

    • Improved organization alignment

    • Improved communications, both internally and externally

    • Linked strategy and operations

    • More emphasis on strategy and organizational results

    • Integrated strategic planning and management


     THANK YOU

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