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Table 2 Candidate alternatives selection of the optimal PA method (Shaout and Yousif 2014)

From: Ranking and selecting the best performance appraisal method using the MULTIMOORA approach integrated Shannon’s entropy

ID

PA method candidate

Description

A1

Ranking Method

A superior ranks his employees based on competencies from best to worst. Although, how the best and why the best competence is selected is based on the superior’s judgments, and it is not described in this method.

A2

Graphic Rating Scales

In this approach, a graphic rating scale is available in which a list of performance indicators and range of graphical grades illustrates the employees’ grade by the score that best defines the level of employees’ performance for each section.

A3

Narrative Essays Management

This method primarily attempts to concentrate on the behavior. Based on explanations that administrators and superiors write about an employee’s (e.g., based on existing capabilities and qualifications, previous performance, and suggestions by others) strengths and weaknesses, points for the evaluation are obtained.

A4

Management by Objectives (MBO)

This method is based on a systematic approach to management by objectives. Employee performance is graded by the achievement of the specified objectives which is described by the administration. MBO includes three main processes; object formulation, execution process, and performance feedback.

A5

Behaviorally Anchored Rating Scale Human (BARS)

This method is based on behavioral statements to explain various stages of performance for each factor in an employee’s performance. This method is a scale of behaviors which is anchored to numerical ratings.

A6

Human Resource Accounting (HRA)

HRA is a method in which performance is specified regarding cost and accounting measurements by which employees’ performances are rated by accounting for the contributions of employees.

A7

Assessment Centers

This method is based on the observation of behaviors conducted by trained observers. In this approach, an evaluation center which includes the observers is a place where managers come together as a workgroup to evaluate employees’ performance.

A8

360 Degree

This method is based on numbers of stakeholders (i.e., immediate supervisors, team members, customers, peers, and self) which provides people with information based on their actions towards others and vice versa.

A9

720 Degree

This method is a 360-degree feedback which has been practiced twice. 720-degree method concentrates on customer and investors’ knowledge of their work. In 720 degree, feedback is taken from external sources (i.e., stakeholders, family, suppliers, and communities).