In the traditional methods of performance appraisal, how are scores determined for each individual?

In traditional methods of performance appraisal, scores for each individual are primarily determined by using a scale developed for selected factors. This approach allows evaluators to measure an employee's performance against specific criteria or competencies that are deemed important for the role. By establishing a consistent scale, organizations can objectively assess performance across various dimensions, such as job knowledge, skills, and behaviors. This structured framework helps ensure that appraisals are based on measurable attributes rather than subjective impressions alone.

Using a predefined scale can facilitate clearer communication regarding expectations and performance outcomes. It also provides a method to quantify performance, which can be beneficial when comparing individuals within an organization, promoting fairness in the appraisal process. Moreover, this method allows for tracking performance trends over time, which can be useful for development and succession planning.

In contrast, other methods mentioned might not provide the same level of objectivity or structured approach required for accurate performance assessment. For example, relying solely on overall impressions may lead to biases, while qualitative assessments might not lend themselves easily to quantification. Evaluating against key attributes in a chart could be effective but may lack the detailed scaling that the selected factor approach provides.