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EVALUATION OF RESULTS - Coggle Diagram

- - - - Data Processing Flow
        The traditional sequence of functions to be performed in data processing includes:
        • Decision on whether or not the data collection instrument should be used for the analysis;
        • Edition
        • Coding
        • Perforation of data entry to the computer and verification
        • Converting the data packet to a computer readable form
        • Debugging the data set;
        • Generation of new variables as needed
        • Weighting of the data according to the sampling plan and results
        • Storage of the data set.
      - The exact criteria for determining an instrument as unacceptable varies from study to study, but the following are typical:
        • A significant part of the instrument is left unanswered or unanswered to the key elements;
        • It is clear that from the answers given the respondent did not understand the objective sought to complete the instrument;
        • Responses show very little variance; for example, the answers to a series of attitude questions are all e, on a 7-point scale. This shows that the respondent is not serious about his task.
        • The instrument has been filled with the wrong sample item. For example, the study requires that respondents be working women, and a man completes the instrument.
        • The instrument is physically incomplete. For example, a page may not have been included.
        • The instrument is received after a deadline for delivery. If we waited until all the instruments were returned, the study might not be completed on time.
        
        Data set debugging
        Now we have a structured data set like a computer data file, but we must try to debug the data set for possible errors. Three types of verifications are carried out:
        • Verification of abnormal codes: The first elements that we want to eliminate from the data set are the abnormal codes, that is, the codes that are not defined in the codebook for a certain variable.
        • Consequence check: During the editing task we did a preliminary consequence check, but the one carried out by the computer can be much more complete.
        • Verification of extreme case: An extreme case is defined as a response to a variable that is very out of the ordinary.
- - - - Preparation of performance evaluations.
        The objective of the evaluation is to provide an accurate and reliable description of the way in which the employee carries out the position.
        Assessment systems must be directly related to the position and be practical and reliable.
      - There are common elements to all approaches to performance evaluation:
        • Performance standards: the evaluation requires performance standards, which are the parameters that allow more objective measurements.
        • Performance measurements: these are the rating systems for each job. They must be user-friendly, reliable, and rate the essential elements that determine performance.
        • Subjective rater elements: subjective measures of performance can lead to rating distortions.
        
        Methods to reduce distortions: When subjective methods are required for performance measurement, staff specialists can reduce the potential for distortion through training, feedback, and an appropriate selection of evaluation techniques.
        Cross-cultural elements: The member of a certain group tends to think that the practices, beliefs, traditions, etc., of his own group are the best, and that the practices and beliefs of other groups are "backward", "excessively noisy" or " dangerous ".
        
        Evaluation methods based on past performance.
        • Rating scales: the evaluator must grant a subjective evaluation of the employee's performance on a scale that goes from low to high.
        • Checklist: requires the grader to select sentences that describe the employee's performance and characteristics.
        Forced selection method: it forces the evaluator to select the most descriptive phrase of the employee's performance in each pair of statements found.
        Critical events recording method: requires the evaluator to keep a daily log (or a computer file), the evaluator records the most prominent actions (positive or negative) carried out by the evaluated.
        Behavioral rating scales: use the system of comparison of the employee's performance with certain specific behavioral parameters.
        
        Feedback on human resource management and the personnel function.
        The performance appraisal process provides vital information regarding how an organization's human resources are managed.
        Performance evaluation serves as an indicator of the quality of the personnel department's work.
        If the evaluation process indicates that low-level performance is frequent in the organization, many employees will be excluded from promotion and transfer plans, the percentage of personnel problems will be high and the level of dynamism of the entire company will be low in general. business.
- - - - CONTROL FUNDAMENTALS
        Strong ideas:
        • Control is restricting activities and resources to conform to an action plan.
        • The fundamental purpose of control is to avoid deviation in achieving the objectives.
        • Can be interpreted as verification, regulation, comparison with standards, restriction, exercise of authority over someone.
        • The control function is one that seeks to keep organizational activity within tolerable limits. The idea of control as regulation is possible after checking (for which you have to measure) and comparing (for which predefined standards are required).
      - The control process
        It consists of three separate and distinct steps:
        • Measurement. Measure actual performance. To determine what actual performance is, a manager must acquire information about it.
        a) Personal observation: it provides a deep and first-hand knowledge of the real activity, information that is not filtered by third parties.
        b) Statistical reports: they have to do with the rise in the use of computers, although it is not limited to the results presented by them.
        c) Oral reports: through conferences, meetings, face-to-face conversations or telephone calls.
        d) Written reports: like statistical reports, they are slower but more formal.
        
        • Comparison Compare current performance against a norm or standard. Determine the degree of variation between actual performance and the norm.
        • Take managerial action. To correct deviations or determine the existence of inappropriate standards.
- - - - Training of international groups: The growing tendency of organizations to have a remarkably diversified workforce in terms of nationalities will often lead to the need to deliver training courses to groups that may differ profoundly in terms of education, backgrounds, expectations , etc.
        Flexibility will always be an essential factor in these cases.
        
        Changes in Attitudes Attitudes are decisive on behavior, since they are linked to perception, personality and motivation. An attitude is a positive or negative feeling or mental state of good disposition, achieved and organized through experience, that exerts a specific influence on the person's response to others, objects and situations.