COMPARISON TABLE EVALUATION METHODS AND PERFORMANCE
PAIR COMPARISON 360° EVALUATION OR
VARIABLES METHOD
It is a method that
compares employees two
by two, in the right
column it is noted who is
considered better in
relation to performance.
The pairwise comparison
system is a bit simple and
inefficient, and is
recommended only when
the evaluator does not
have the conditions to use
CHARACTERISTICS more complete evaluation
methods.
 The evaluator must
compare each
employee against all
those evaluated in the
same group.
 The basis of the
comparison is
generally overall
performance. The
number of times the
employee is
considered superior to
another can be added
together to form an
index.
GRAPHIC SCALE OR
360° FEEDBACK
The 360-degree evaluation
or 360º feedback is the
most innovative way to
develop the assessment of
performance and
competencies, since it
directs people towards
satisfying the needs and
expectations, not only of
their boss, but of all those
who receive the person's
services, both internal and
external.
As Miller (2001) points
out, this type of evaluation
has been used to provide
performance feedback,
which is achieved through
the participation of
colleagues who regularly
interact with the person
being evaluated, including
superiors, peers, and
subordinates.
CRITICAL INCIDENT
RATING METHOD
The graphic rating
scale is one of the
simplest and most
popular techniques for
evaluating
performance, listing
characteristics (such
as quality and
reliability) and a range
of values for the
performance (from
insufficient to
outstanding) of each
of the characteristics.
In this method, the
supervisor rates each of
the subordinates by
indicating with a mark or
circle the rating that
describes their best
performance on each
characteristic and then the
values assigned to the
characteristics are added
to obtain a total.
METHOD
This method is based on
the fact that in human
behavior there are
certain fundamental
characteristics capable
of leading to positive
(success) or negative
(failure) results. It is a
systematic technique
through which each
immediate superior
investigates, observes
and records the most
notable positive or
negative facts about the
performance of each
subordinate in their
tasks. This method can
be divided into 3
phases.
 Observation of the
behavior of
subordinates.
 Record of significant
events.
 Fitness and behavior
research.
  It overcomes the  the subject receives  It is simple when it  Good facts are made
difficulties of the a more extensive comes to evaluating known and serve as an
tendency towards evaluation. performance when example.
central measurement  The fact of using evaluating  It is an easy and easy
and excessive multiple evaluators characteristics such as method to apply.
benignity. makes the quality and reliability.
 Simple process for information more  When grading, best
easy application. reliable than that describe performance.
 Encourage frequent normally obtained  They specify the
and transparent with traditional obligations that will
communication. evaluations (Millar, be evaluated
ADVANTAGES  Provides complete 2001).
information on the
skills.
 Motivates an
organizational culture
with a more
participatory climate.
 It offers a more
accurate and broader
point of view.
 Increases self-
knowledge of
collaborators
It is subject to distortion  There is a possibility  Does not provide  Causes conflict
due to personal factors and that it will cause flexibility to the between employees.
recent events. tension between evaluator.  Causes frustration
collaborators.  It is subject to among employees.
 Receiving feedback distortions and  There is no privacy.
from all sources can personal interference
DISADVANTAGES be overwhelming. from the evaluators.
 Encourage non-  Tends to fall into
objective evaluation routine and
and criticism. standardize evaluation
 As it is a qualitative results.

WHO EVALUATES Head of the HR area
Immediate superior
Each of the characteristics
(quantity of work, quality
of work, etc.) is evaluated
and each of the
subordinates is compared
with each of the others
WHO IS EVALUATED and then it is indicated for
each characteristic (with a
+ or a -) which of the peer
employees is better. Then
add the number of times
this employee has
obtained a better rating.
Evaluation Methods
The objective of the Performance Appraisal is to provide an accurate and reliable description of how the employee performs his or her
job. In order to achieve this objective, evaluation systems must be directly related to the position and be practical and reliable.
and broad evaluation,
it becomes more
complex to obtain
concrete results and
data.
 Requires more
planning and training
Head of the HR area
Immediate superior
Mainly it allows us to
measure the performance
of human capital and
detect areas of opportunity
in it that may be making it
difficult for the
organization to operate at
its maximum potential.
 It requires
mathematical and
statistical procedures
to correct distortions.
Head of the HR area
Immediate superior
It is evaluated that each
factor is defined by a
summary, simple and
objective description.
Head of the HR area
Immediate superior
It is evaluated that ,
within the complexity of
human behavior, there are
certain extreme
characteristics which are
capable of generating
results, whether positive
or negative.
A standardized system for the entire organization is very useful, because it allows for equal and comparable practices. This system is
very useful, because it corresponds to the principle of equal compensation for equal work. The Evaluation can be done by superiors, it
is the evaluation carried out by each boss to his subordinates, in which the superior is the one who best knows the subordinate's job, as
well as his performance. It can be self-evaluation, which is the evaluation in which the employee makes a study of his or her
performance in the organization. Employees who participate in this evaluation process may have greater dedication and become more
committed to the objectives.

https://capitalhumano2017.wordpress.com/2017/05/16/metodo-comparacion-por-pares/

https://www.academia.edu/11126746/Evaluaci%C3%B3n_del_Desempe%C3%B1o_Laboral?auto=download

https://blog.peoplenext.com.mx/evaluacion-360-grados-ventajas-y-desventajas

https://capitalhumano2017.wordpress.com/2017/04/25/metodo-de-escalas-graficas/

https://capitalhumano2017.wordpress.com/2017/05/09/metodo-de-incidentes-criticos/