Everyone, this is Rupali. Here, working as an assistant professor. Today, I'm going to deliver a lecture on methods of ance appraisal. In a previous video, I explained the meaning of ance appraisal and why it is needed for an organization. Now, let's discuss the different methods for ance appraisal. Basically, these methods are classified into two categories: traditional methods and modern methods. Under the traditional method, there are eight points that we will understand one by one. Okay, so first is the unstructured method. In this method, the appraiser has to give his impression about an employee. How the employee is behaving in an organization and what qualities does the employee possess. Next is the ranking method. This is a simple method where employees are given ranks based on their ance. For example, if an employee is ing excellently, he will be given the first rank. Next is the paired comparison method. In this method, two or more employees are compared with each other. This method is useful when there are a large number of employees and we need to appraise them. Next is the man-to-man comparison method. One employee's qualities are compared with another employee's qualities, and then ratings are given to them. Next is the grading method. In this method, grades are decided for employees based on their qualities and characteristics. For example, 'A' for outstanding, 'B' for very good, 'C' for average, and 'D' for poor. Next is the critical incident method. Under this method, incidents that happen in an organization are observed to see how an employee handles them. For example, if there is a quarrel between two employees, the manager's handling of that situation will be assessed. Next is the essay method. In this method, the appraiser writes about the employee's behavior and interactions...
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