Indiana Weighted Appraisal Document
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FAQ
There are three primary types of real estate appraisals that may be used, including the "cost approach," the "sales comparison approach," and the "income capitalization approach."
A Structural Appraisal records and describes the visible physical condition of the existing load bearing construction interpreting this information to assess the structural adequacy of the building and its ability to readily adapt to the proposed change of use.
The most common types of appraisal are:straight ranking appraisals.grading.management by objective appraisals.trait-based appraisals.behaviour-based appraisals.360 reviews.
Under checklist method, a checklist is forwarded to the rater regarding the performance and behaviour of the employees. The rater on analysing the question and the employees, rates the employees. Such questions carry score which is given by the HR manager.
This technique mainly involves four significant steps: Goal Setting, Evaluation Standards, Analysis, and Periodic Review. Goal Setting: Each employee is assigned certain goals based on the skills and the job role, that have to be attained for the next quarter or year.
A ratings scale is a common method of appraisal. It uses a set of pre-determined criteria that a manager uses to evaluate an employee against. Each set of criteria is weighted so that a measured score can be calculated at the end of the review.
There are a number of performance appraisal methods, but three performance appraisal methods are 360-degree feedback, forced distribution and management by objectives.
Cost accounting method of performance appraisal is the process of evaluating monetary benefits yield to the organization from the job performance of an employee. In other words, this method is used to analyze the cost of keeping the employee and the benefits the company derives from his/her presence and / or absence.
It is a systematic evaluation of an individual with respect to performance on the job and individual's potential for development. Definition 2: Formal System, Reasons and Measures of future performance.
Management by Ojectives (MBO) is the appraisal method where managers and employees together identify, fix, plan, and communicate goals. After setting clear goals, managers and subordinates periodically discuss the progress made and find out the ways and means to correct any deviations.
