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Quantitative metods of appraisal are more accurate as here there is less chance of a halo effect.
It is just ur postion in the inverse bell shaped STATISTICAL stack curve . if u are a performer u get pvvp and good pms ratings.
Your supervisor has very little to do.
But then if leaves are granted in a eqitable manner it is good for all.
But some people have a tendency to take leaves at the year end so their weekly target is reduced ,and they can leverage their leave to wards higher pms rating by coming for sometime during their leaves and easily doing their reduced target.
If a supervisor allows this practice and is partial in granting weekly leaves(target for a4 day week is less than target for5 days week) he can play a dirty game in making some emploees to work more and then get a reduced pms rating and also reduced monthly bonus. .
And then there are emploees who are given premium jobs which take very less time once u know the ropes (like preperation of the service level deck tothe client in a bpo.
If the system is not transparent no rating is good enough.
But I do agree statistical HR tools are the best.
There must be a manual for the definition of people performance evaluation and it is determined the criteria for each department in line with the Director of each department in coordination with the Human Resources Management put the final touches to evaluate the performance and style to determine the desired type of application
The Perfection of the qualitative appraisal depends upon the capabilities of the Appraising Official(s). The more efficient way is to get the work done by Qualified ones in consultation with the monitoring persons for the employee throughout and also with the help of direct communication between the employee after sufficient information provided, because the capabilities for vocal expressions may differ from employee to employee. The strength, weakness, past performance, potential of the employees need careful considerations for this narrative style of approach, the judgements often are subject different levels of timings for the evaluation. However as mr. Ganguly expressed, more effective could be quantitative considerations.
