Advantages of Forced Distribution i This method tends to eliminate raters bias

Advantages of forced distribution i this method tends

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Advantages of Forced Distribution i. This method tends to eliminate raters bias ii. By forcing the distribution according to pre-determined percentages, the problem of making use of different raters with different scales is avoided. Limitations of Forced Distribution iii. The limitation of using this method in salary administration, however, is that it may lead low morale, low productivity and high absenteeism. Employees who feel that they are productive, but find themselves in lower grade(than expected) feel frustrated and exhibit over a period of time reluctance to work. 3. Critical Incident techniques Under this method, the manager prepares lists of statements of very effective and ineffective behaviour of an employee. These critical incidents or events represent the outstanding or poor behaviour of employees or the job. The manager maintains logs of each employee, whereby he periodically records critical incidents of the workers behaviour. At the end of the rating period, these recorded critical incidents are used in the evaluation of the worker’s performance. Example of a good critical incident of a Customer Relations Officer is : March 12 - The Officer patiently attended to a customers complaint. He was very polite and prompt in attending the customers problem. Advantages of Critical Incident techniques i. This method provides an objective basis for conducting a thorough discussion of an employees performance. ii. This method avoids recency bias (most recent incidents are too much emphasized) Limitations of Critical Incident techniques iii. Negative incidents may be more noticeable than positive incidents. iv. The supervisors have a tendency to unload a series of complaints about the incidents during an annual performance review sessions. v. It results in very close supervision which may not be liked by an employee.
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vi. The recording of incidents may be a chore for the manager concerned, who may be too busy or may forget to do it. 4. Checklists and Weighted Checklists In this system, a large number of statements that describe a specific job are given. Each statement has a weight or scale value attached to it. While rating an employee the supervisor checks all those statements that most closely describe the behaviour of the individual under assessment. The rating sheet is then scored by averaging the weights of all the statements checked by the rater. A checklist is constructed for each job by having persons who are quite familiar with the jobs. These statements are then categorized by the judges and weights are assigned to the statements in accordance with the value attached by the judges. Advantages of Checklists and Weighted Checklists i. Most frequently used method in evaluation of the employees performance.
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