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).