Everyone loves appreciation, and everyone loves to be appreciated, so the company appreciates someone; it does not keep it a secret, and the organizations express their appreciation in the form of what we call performance appraisal or performance reviews. Performance appraisals are also known as performance reviews or the performance evaluation used by the companies to assess an employee’s performance and appreciate him/her for his/her precious and dedicated contribution to the organisation’s growth. Thus, the performance appraisals can be defined as the process of evaluating an employee’s performance and personality as per the organization’s set of standards like versatility, quality of work, efficiency, cooperation, and teamwork, etc.
The companies are expected to put their best efforts into implementing the performance appraisal methods to feel satisfied and happy with the company policies and feel motivated to work more. It comes with its own strengths and weaknesses. There is no universally or globally accepted method of appraisal approved by any organization. However, Strauss and Sayles’s classification of appraisal methods is a widely accepted method for performance appraisal.
As per the Strauss and Sayles classification, there are traditional and modern methods of performance appraisal. The key difference between the traditional methods and the modern methods of performance appraisal is that traditional methods of appraisal are more work-oriented or goal-oriented and does not pay attention to employee’s other strengths, whereas the modern method of performance appraisal focuses on employee’s personality traits like creativity or leadership skills etc.
1) Suitable method of appraisal for appraising University teachers-
- Giving insights annually of performance levels of the teaching staff based on the parameters such as observation of the teachers by all of the team or peers, students, and unit heads.
- Students can also give them feedback by analyzing their performance and observing their teaching methods and lessons provided by them, including competency, classroom management, time management, communication, approachable ability.
- Parents' feedback can also be summarized by the unit head to the university teachers through PTA or regular meetings.
- Principal and directors can also give them appraisals and feedback on how to improve the actions or plants in case it is necessary by monitoring their progress.
2) Suitable method of appraisal for appraising HR professionals-
- Rating scales method is prevalent and is often used to rate the professionals based on several criteria such as dedication, punctuality, problem-solving ability, and much more.
- Ranking method is very commonly used, but it can create an atmosphere of hatred among the employees, which is unhealthy because it requires ranking employees based on their performance (high or low) levels.
- Critical incident method is used, which suffers from hosting different limitations.
- Confidentiality method of essay can be given to the employees, including their helpful improvement plans to polish their development skills such as strengths and weaknesses.
- Paired comparison method can also be a good technique that requires making pairs and setting rankings.
iii) Suitable method of appraisal for appraising R&D Scientist-
- Number of awards and honors is another indicator of R&D program performance appraisal. The measures are taken to see how the Scientist has performed and compare them with the peer assessment test.
- Customer and client evaluation is another degree or approach of satisfaction that can be very helpful to provide an output of the R&D performance by giving them feedback on their management styles within the department.
- Number of publications is another effective method of appraisal which counts the quantity more than the quality as well as discipline and communication skills of scientific and technical information and maintenance of confidentiality or secrecy.
- Number of technical reports can be produced and given to the R&D scientist.
- Peer evaluation can be efficient and the best procedure for evaluating the research and development of a scientist. The peers judge the process towards goals and mutual acceptability and innovativeness in the laboratories by making sure that they are willing to act and present information.