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    Case: Carter Cleaning Company

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    Quỳnh Bùi Thị Vân
    The document discusses using a graphic rating scale as a performance appraisal method for Carter Cleaning Company. A graphic rating scale lists traits and behaviors for each role and rates employees on a numbered scale. This method is simple to implement and provides quantitative data. It benchmarks average performance ratings and can be used to formulate improvement plans. However, graphic rating scales are susceptible to judgment errors from perceptions and difficulties in accurate rating.

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    Case: Carter Cleaning Company

    Uploaded by

    Quỳnh Bùi Thị Vân
    45 views3 pages
    The document discusses using a graphic rating scale as a performance appraisal method for Carter Cleaning Company. A graphic rating scale lists traits and behaviors for each role and rates employees on a numbered scale. This method is simple to implement and provides quantitative data. It benchmarks average performance ratings and can be used to formulate improvement plans. However, graphic rating scales are susceptible to judgment errors from perceptions and difficulties in accurate rating.

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    The document discusses using a graphic rating scale as a performance appraisal method for Carter Cleaning Company. A graphic rating scale lists traits and behaviors for each role and rates employees on a numbered scale. This method is simple to implement and provides quantitative data. It benchmarks average performance ratings and can be used to formulate improvement plans. However, graphic rating scales are susceptible to judgment errors from perceptions and difficulties in accurate rating.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    45 views3 pages

    Case: Carter Cleaning Company

    Uploaded by

    Quỳnh Bùi Thị Vân
    The document discusses using a graphic rating scale as a performance appraisal method for Carter Cleaning Company. A graphic rating scale lists traits and behaviors for each role and rates employees on a numbered scale. This method is simple to implement and provides quantitative data. It benchmarks average performance ratings and can be used to formulate improvement plans. However, graphic rating scales are susceptible to judgment errors from perceptions and difficulties in accurate rating.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Case: carter cleaning company

    2. Develop a performance appraisal method for the workers and


    managers in each store.

    Graphic rating scale


    A graphic rating scale (sometimes called a Likert scale) is a performance
    appraisal method that lists desired traits and behaviors for each role, then rates
    workers on each of those on a numbered scale. The attributes might include
    punctuality, quality of work, job knowledge, teamwork, accountability,
    responsibility, etc. The graphic rating scale method also helps HR managers
    obtain quantitative data regarding various employee attributes in relation to a
    specific job description. 
    A pre-determined number of questions (or behaviors) are listed and answered
    using a numbered scale (e.g., 1-5, or 1-10). On a scale of 1-5, a score of 1 would
    usually signify that the behavior is non-existent in the employee. A score of 5
    would rate the employee as excellent regarding that particular behavior. 

    Why should you choose this method ?

    This is simple staff evaluation method. Administrators will score employees


    based on a form that is divided into categories into results. The graphical rating
    scale is a widely used tool by which raters score employee performance on a
    continuous scale. This method is simple, easy to implement, so it can be applied
    to businesses with many employees.

    Importance of Graphic Rating Scale


    Using this technique, a company can find the average performance ratings of
    the overall organization and benchmark them. 
    This can be then used to formulate a plan on how to improve the scores of
    employees below the required benchmark. By improving the ratings of
    employees at lower ratings will overall push the average up and improve the
    benchmarks thereby continuously improving the productivity of the company.

    Characteristics of a good Graphic Rating scale are:


     Performance evaluation measures against which an employee has to be
    rated must be well defined.
     Scales should be behaviourally based.
     Ambiguous behaviours definitions, such as loyalty, honesty etc. should
    be avoided
     Ratings should be relevant to the behaviour being measured. For
    example, to measure “English Speaking Skill” rates should be fluent,
    hesitant, and laboured instead of excellent, average and poor.

    Example of a Graphic Rating Scale

    1. Non-Existent: Careless Worker. Tends to repeat similar mistakes


    2. Average: Work is sometimes unsatisfactory due to untidiness
    3. Good: Work is acceptable. Not many errors
    4. Very Good: Reliable worker. Good quality of work. Checks work and
    observes.
    5. Excellent: Work is of high quality. Errors are rare, if any. Little wasted
    effort.

    Advantages
    • The method is easy to understand and is user friendly.

    • Standardization of the comparison criteria’s

    • Behaviours are quantified making appraisal system easier

    Disadvantages
    • Judgemental error: Rating behaviours may or may not be accurate as the
    perception of behaviours might vary with judges
    • Difficulty in rating: Rating against labels like excellent and poor is difficult at
    times even tricky as the scale does not exemplify the ideal behaviours required
    for a achieving a rating.

    • Perception issues: Perception error like Halo effect, Recency effect,


    stereotyping etc. can cause incorrect rating.

    • They are good at identifying the best and poorest of employees. However, it
    does not help while differentiating the average employees.
    • Not effective in understanding the strengths of employees. Different
    employees have different strong characteristics and these might quantify to the
    same score.

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