Performance Evaluation: Graphic Rating Scale Report for HRM Course

This report provides an overview of the Graphic Rating Scale, a performance appraisal method used in Human Resource Management. It focuses on the application of this method to evaluate the performance of a retail sales associate and a fast-food restaurant manager. The report includes a tab...Read More

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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Executive Summary
The purpose of this study is to elaborate and for brief understanding of performance appraisal
method in organisations. There are many methods of performance appraisal, but this study
predominantly focuses on one method that is “Graphic Rating Method” of retail sales
associate and fast food manager. The paper has demonstrated an assumption of graphic rating
scale using a tabular representation which includes performance level and traits of the
employee and employer. According to the assumptions the merits and demerits of the method
has been considered in the paper.

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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................4
Graphic Rating Scale..............................................................................................................5
For a Retail Sales Associate...................................................................................................5
For fast-food restaurant manger.............................................................................................7
Advantages of Graphic Rating Scale.....................................................................................8
Disadvantages of Graphic Rating Scale.................................................................................8
Conclusion..................................................................................................................................9
Reference..................................................................................................................................10

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Introduction
In modern day organisation, the organisations try to bring out the best in employees.
To do so the organisation involve many activities and one such activity is performance
appraisal of employees. Each and every employee is subjected to cyclic appraisal of their
performance. The objective of performance appraisal is to find the gap between the actual
performance and desired performance and it is the best way to compensate the compensation
system (Tziner and Rabenu 2018). This approach is important for the human resource
development as it brings out the best of the employees and makes the best use of human
resource availability. There are many methods to evaluate the performance of the employees,
but the study focuses particularly on method. Therefore this study emphasises on
performance appraisal method termed as Graphic Rating Scale of retail sales associate and
fast food manager (Wetzel and Greiff 2018).

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Discussion
The term performance appraisal refers to the systematic method of performance
evaluation, performance review, and employee appraisal is an approach in organisation
through which the performance of an employee in job is been evaluated and documented
(Jain and Ahuja 2018). The performance appraisal method is initiated through various other
methods according to the job profile of the employee. The organisation practises two methods
that is traditional method and modern method. Even today the new organisation practices the
traditional method as the modern methods are very critical to practice but with new
innovation and ever-growing technology there are many big companies which also practices
the modern method of performance appraisal (Rusu et al. 2016).
The Traditional Methods includes-
 Graphic Rating Scale
 Paired Comparison
 Checklist method
 Forced choice method
 Essay method
 Confidential Report
 Critical Incident method
 Grading method
 Field Review method
 Ranking method
 Forced distribution method

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The Modern Method includes-
 Management by objective
 360- degree appraisal
 720-degree appraisal
 Behaviourally anchored rating scales (BARS)
 Cost accounting method
 Assessment centres
The following paragraph elaborates the Graphic Rating Scale of retail sales associate and fast
food centre manager.
Graphic Rating Scale
The graphic rating scale is the simplest, sophisticated and popular technique of performance
appraisal. It is also termed as linear rating scale. In this method certain behaviours and traits
(reliability and quality) are listed for effective job performance and the employees are rated
against these traits (Mone and London 2018). The rating included helps the management top
quantify the behaviours which has been displayed by the employee.
The behaviours can be according to the quality of work, teamwork, sense of
responsibility, ethics shown in organisation and many more. The rating generally are on a
scale of 1-5, 1 showing non-existing, 2 as average, 3 as Good, 4 as very good and 5 being
excellent (Bulto and Markos 2017).
For a Retail Sales Associate
For a retail sales associate the following qualities are required for effective
performance of the organisation.

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 Communication Skills
 Respect for leaders and co-workers
 Positive attitude
 Adaptability
 Problem solving skills
 Self-motivated
Non-
Existence
Average Good Very Good Excellent
Communicatio
n Skill 
Respect for
leaders and co-
workers

Positive
attitude

Adaptability 
Problem
solving skills 
Being self-
motivated 
From the above tabular representation of graphic rating scale for retail sales associate,
shows the ratings of the following traits of the employee. The overall performance evaluation
Performance
LevelTraits

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of the employee reflects a good result. Hence this is how the performance appraisal using
graphic rating scale is used in organisation for retail sales associates.
For fast-food restaurant manger
For a fast-food restaurant manger the following behavioural traits are important for
effective performance of the organisation.
 Decision-making skills
 Strong interpersonal skills
 Positive attitude
 Profitable Thinking
 Multi-tasking
 Stress-management
Non-
existence Average Good Very Good Excellent
Decision-
making 
Strong-
interpersonal 
Positive
attitude 
Profitable
Thinking 
Multitasking 
Stress
management 
Performance
Level
Traits

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From the above tabular representation of graphic rating scale for fast-food restaurant
manager shows the rating of following traits of the manager. The overall performance
evaluation of the manager reflects excellent result. Hence this is how the graphic rating
scale is used in organisation for restaurant managers.
Advantages of Graphic Rating Scale
 This method is simple and easy to understand.
 The evaluation can be quantified.
 Employees and employer are self-motivated in this type of evaluations.
Disadvantages of Graphic Rating Scale
 Biased form of evaluation
 Sometimes difficult to rate according to traits.
 The strength of the employee cannot be determined

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Conclusion
The suitability of graphic rating scale and how it is practiced in organisation has been
inferred from the above discussion. The graphic rating scale is easy to understand and
sophisticated to practice in the organisation. The traits differ from the job roles, designation
and responsibilities. Therefore the study have shown different traits for both the departments.
The merits and demerits of these methods is analysed and it has been found to be quiet
effective for small organisation.

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Reference
Bulto, L. and Markos, S., 2017. Effect of performance appraisal system on employee
motivation. Prestige International Journal of Management & IT-Sanchayan, 6(2), pp.25-36.
Jain, S. and Ahuja, S.K., 2019. Impact of Human Capital Management Practices on
Employee Job Performance. Available at SSRN 3307706.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Rusu, G., Avasilcăi, S. and Huţu, C.A., 2016. Organizational context factors influencing
employee performance appraisal: a research framework. Procedia-Social and Behavioral
Sciences, 221, pp.57-65.
Tziner, A. and Rabenu, E., 2018. Effectiveness of performance evaluation formats.
In Improving Performance Appraisal at Work. Edward Elgar Publishing.
Wetzel, E. and Greiff, S., 2018. The World Beyond Rating Scales.