What is the combination method of performance appraisal?

The combination method of performance appraisal involves using both subjective and objective assessments to evaluate an employee's performance comprehensively. This method recognizes that relying solely on one type of assessment can be limiting. Subjective assessments may include manager evaluations, self-assessments, or peer feedback, which capture the nuances of an employee's contributions and behaviors in the workplace. Objective assessments, on the other hand, can include measurable data such as sales figures, production levels, or project completion rates. By combining these two approaches, organizations can gain a more holistic view of an employee's performance, ensuring a fairer and more accurate appraisal process.

Using only peer reviews does not provide a full picture of an employee's performance, as it lacks the managerial perspective and other objective metrics that could be important. A single meeting appraisal may not allow for a thorough examination of performance over time, while an annual salary review does not encompass the broader aspects of performance appraisal. Therefore, the combination method stands out as a more effective strategy in performance management.