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employee, inventiveness of employee and knowledge of employee.

The traditional techniques of performance appraisal include:

Ranking
Graphic Rating scale
Critical Incident
Narrative Essays
Advance performance Appraisal Techniques include

Management by Objective
Assessment Centres
BARS
Human Resource Accounting
90 Degree
180 Degree
270 Degree
360 Degree
720 Degree
Balance score card
Electronic performance monitoring
Ranking method of appraisal is ranking employees from the best to worst on a specific trait, choosing highest, then lowest, until all ranked are ranked. This method is fastest, transparent, cost effective, simple and easy way to use. On the other hand this method has less objectives, morale problems who are not rated at or near the top of the list, suitable for small workforce, difficult to determine workers strength and weakness.

Graphic Rating scale is a scale that list a number of traits and a range of performance for each employee and then rated by identifying the score that best describes individual performance for each traits. This method is simple and easy to create. Results of this method is standardized by reducing personal bias and allow comparison between the employees. But in this method rating is subjective and each characteristic is equally important in evaluation.

Critical Incident method is sharing their critical incidents through a survey or by recording these undesirable incident of an employee work related behaviour and reviewing this with employee at fixed time. This method is time tested, easy and provide more face time. This method is also not much effective since it is time consuming and need lots of time to summarize and analyse. Also most of the people do not share the critical incidents, so it is difficult to convene through a survey.

Morden methods of performance are developed to improve the old traditional methods of performance and to overcome the drawbacks of those methods.

In 1954, Peter F Drucker introduced “Management By Objectives”. In 2000, Weihrich suggested a new model ‘the system approach to Management By Objective (SAMBO). This method include;

Strategic planning
Hierarch of Objectives
Setting Objectives
Planning for action
Implementation of MBO
Control and Appraisal, Subsystems
Organisation and management development
In this method employees are evaluated on the basis of objectives and how well objectives are accomplished, and that have been determined to critical in the successful completion of the job (Ashima Aggarwal and Gour Sundar Mitra Thakur (2013)).

When we hire someone for the job we review the job, competencies and skills necessary for the job. Therefore these information will help to determine how this person performance will be evaluated. The foundation of successful performance management includes setting a goal to motivate and challenge employees. It is also a key in performance management. Once these goals are achieved it gives sense of accomplishment. These goals should be S.M.A.R.T and clear.

Once the goal is set, then we need to define priorities of the job and determine the key performance area of the job. The employee should know the standards of the business and how we want to