- the best way to explain Objectives appraisals & explain Subjective appraisals?

-please help me making a summary!!

Two Kinds of Performance Appraisal:

Objective& Subjective

There are two ways to evaluate an employee's performance-objectively and subjectively.

1-objective Appraisals:

objective appraisals, also called results appraisal are based on facts and are often numerical. In these kinds of appraisals, you would keep track of such matters as the numbers of products the employee sold in a month complaints filed against an employee, miles of freight hauled, and the like There are two good reasons for having objective appraisal .They measure results. It doesn't matter if two appliance salespeople have completely different personal traits (one is formal, reserved, and patient; the other informal, gregarious, and impatient if each sells the same number of washers and dryers. Human resource professionals point out that, just as in business we measure sales, profits, shareholder value, and other so-called metrics, it is likewise important to measure employee performance, benefit and the like as an aid to strategy .They are harder to challenge legally. Not being as subject to personal bias objective appraisals are harder for employees to challenge on legal grounds. such as for age, gender or racial discrimination We discussed an objective approach in Chapter 5 under management by objectives, which can encourage employees to feel empowered to adopt behavior that will produce specific results. MBO, youll recall, is a process in which(l) managers and employees jointly set objectives for the employee, (2) managers develop action plans, (3) managers and employees periodically review the employee's performance, and (4) the manager makes a performance appraisal and rewards the employee according to results For example, an objective for a copier service technician might be to increase the number of service call 15% during the next three months.

Few employees can be adequately measured just by objective appraisals- hence the need for subjective appraisals, which are based on a manager's perceptions of an employees (1) traits or (2) behaviors.

-Trait appraisals: are ratings of such subject- tive attributes as attitude initiative, and leadership Trait evaluations may be easy to create and use, but their validity is questionable because the evaluator's personal bias can affect the ratings.

-Behavioral appraisals :Behavioral appraisals measures- cific, observable aspects of performance being on time for work, for instance although making the evaluation is still somewhat subjective. An example is the behaviorally anchored rating scale(BARS), which rates employee gradations in performance according to scales of specific behave- ions. For example, a five-point BARS rating scale about attendance might go from Always early for work and has equipment ready to fully assume duties to Frequently late and often does not have equipment ready for going to work, with gradations in between.