What type of appraisal method is used for pay increases, promotions, and training?

The traditional appraisal method is often employed for decisions related to pay increases, promotions, and training needs. This approach typically involves a straightforward evaluation of an employee's performance based on established criteria and often relies on a supervisor's assessment. This method is well-suited for organizational contexts where clear, hierarchical relationships exist and where performance information needs to be readily accessible and concise for decision-making purposes regarding employee development and compensation.

This appraisal method generally focuses on quantifiable results and achievements over a specific review period, which makes it easier to justify decisions about salary adjustments and promotions. It may also provide a standardized way to assess performance across the organization, helping ensure consistency in how employees are evaluated and rewarded.

In contrast, collaborative appraisal methods tend to involve input from multiple stakeholders and can be more complex, whereas behaviorally anchored methods utilize specific behavior examples to assess performance, which might not always align neatly with decisions about pay or promotions. The 360-degree feedback method gathers input from various sources, including peers, subordinates, and supervisors, and is more often used for developmental purposes than straightforward promotion or pay determination.