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Evaluating Employee Performance - Coggle Diagram
Evaluating Employee Performance
Job Performance- a vital personnel function. It is a criterion to determine if employee screening and and selection procedures are working.
Performance appraisal - formalized means of assessing worker performance in comparison to certain established organizational standards.
Types of performance appraisals
Demotions
Promotions
Pay rise
Firing
Constructive feedback
Measurements of job Performance
Criteria - Determining success or unsuccessful performance.
Example for a public relation representative personal appearance and communication skills are relevance performance criteria. For a calling helpline records - they are monitored electronically.
Subjective - Measures of performance consisting ratings or judgement of performance.
Objective - measures of easily quantifiable objects. Eg : for a typist - number of lines per week.
Advantages of objective performance criteria - Involves counts of output or the timing of the task because they are less prone to bias and distortion.
It is directly tied to bottom line assessment of organization such as number of products.
This method is time consuming and costly.
Criterion Contamination - performance appraisals that contain element that detract from the accurate assessment of job effectiveness.
It can come from extraneous factors. Eg : a sales manager receives a poor performance appraisals of low level sales.
Criterion deficiency - the degree to which criterion fall short of measuring job performance perfectly.
Criterion usefulness - Performance criterion in appraising/ measuring performance usefulness used in appraising.
Most appraisals are performed by supervisors. The test reliability of supervisor rating is quite high.
Self- appraisals - it focuses more on effort exerted.
Peer appraisals - There is research evidence that good agreement between performance ratings made by peers.
Customer appraisals - these offer an interesting perspective though it is not usually considered as ratings made by customers. for a real estate agent, a sales representative these appraisals are important.
360 degree feedback - gathered from supervisors, peers, customers and suppliers. It is a reliable measurement and has enhanced development and improved performance. it is costly. This is used as a management developmental tool.
Methods of rating performance
Comparative method - comparing each other. ranking of direct reports from best to worst. There are no absolute standards of performance. This method can be misleading in some groups.
Paired comparisons - each worker with every worker.
Individual methods
Behavioral anchored rating scale