(a) MBO
(b) 360° Appraisal
(c) Psychological Appraisal
(d) BARS
Future Oriented Performance Appraisal Techniques Explained
Future oriented performance appraisal techniques focus on an employee's potential, developmental needs, and future contributions rather than solely on past performance.
Analysis of Techniques
- MBO (Management by Objectives): This technique involves setting specific, measurable, achievable, relevant, and time-bound (SMART) objectives for the future. Performance is evaluated based on achieving these future goals. Therefore, MBO is considered future oriented.
- 360° Appraisal: This method gathers feedback from multiple sources (supervisors, peers, subordinates, self) not only on past performance but also on developmental areas. Its focus on development and potential makes it future oriented.
- Psychological Appraisal: This technique assesses an employee's personality traits, intellectual abilities, and emotional maturity to predict their future performance and potential within the organization. It is inherently future oriented.
- BARS (Behaviorally Anchored Rating Scales): BARS evaluates performance based on specific, observable behaviors demonstrated in the past. While it provides clear performance standards, its primary focus is on past actions rather than future potential. Thus, it is generally considered less future oriented compared to MBO, 360° Appraisal, or Psychological Appraisal.
Conclusion
Based on the analysis, the future oriented performance appraisal techniques among the options are MBO, 360° Appraisal, and Psychological Appraisal. This corresponds to options (a), (b), and (c).
Important Questions from Performance Management
Which one of the following performance appraisal methods prevents supervisors from rating all or most employees "satisfactory" or "high"?
For performance assessment of employees, "helping to meet legal requirements" is the application of which one of the following ?
Match the items of List - II with the items of List - I pertaining to the ranking methods used in performance management systems ; and select the code of correct matching.
List – I
(Ranking methods)
List – II
(Methodology)
(a)
Simple ranking
(i)
Based on overall performance.
(b)
Alternation ranking
(ii)
Ends up with predetermined number
of people in each group.(c)
Paired comparison
(iii)
Based on particular trait only for
quantity/quality of work.(d)
Forced distribution
(iv)
Based on a trait or a set of trait and
avoids central tendency.Which of the following code represents the full form of the term “BARS” in performance management systems ?
Which of the following attributes are true in systems approach to performance appraisal?
A. Low degree of formality.
B. Occasional appraisal frequency.
C. Individual-oriented reward practices.
D. Facilitative leadership practices.
E. Problem solving as primary goal.
Choose the most appropriate answer from the options given below:
