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CHAP 5: Measuring Results and Behaviors - Coggle Diagram
CHAP 5: Measuring Results and Behaviors
5.2. Measuring behavior
5.2.1 Comparative Systems
Paired comparisons
(n*(n-1))/2
Relative percentile
Using a 100-point scale
Alternation rank other
First best (#1) The worst performer (#n) Second best (#2) The worst performer(#n-1)
Forced distribution
An approximately normal distribution
Simple rank order
Best performer to worst performer
5.2.2 Absolute Systems
Essays
Critical incidents
reports situations in which employees exhibited behaviors that were especially effective or ineffective in accomplishing their job.
Graphic rating scales
most widely used tool
Behavior checklists
the supervisor checks statements that describe the employee being rated
_ Identify competencies: A behavior approach to measuring performance includes assessment of competencies.
_ Identify indicators.
2 types of competencies:
_ Differentiating - Allow raters to distinguish between average and superior performers.
_ Threshold - All employees must display these to do a job to a minimally adequate standard.
5.1. Measuring results
5.1.1.Determining Accountabilities
1st step:collect information about the job
Primary source: job description - provides in4 on task performed
5.1.2. Determining Objectives
Challenging
Agreed upon
Significant
Prioritized
Bound by time
Achievable
Fully communicated
Flexible
Limited in number
Specific and clear
5.1.3. Determining Performance Standards
The standards provide
raters with information about what to look for to determine the level of performance that has been achieved
Standards can refer to various aspects of a specific
objective, including:
Quality
Quantity
Time