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    Evaluating Employee Performance

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    nurfitria
    This document outlines a 4 step process for evaluating employee performance: 1. Determine the reason for evaluation such as training, salaries, promotions or terminations. 2. Identify any environmental or cultural limitations that could affect the evaluation system. 3. Determine who will evaluate performance such as management, peers, subordinates or customers. 4. Select the best evaluation method like rankings, ratings or 360 feedback to accomplish organizational goals.

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    Evaluating Employee Performance

    Uploaded by

    nurfitria
    55 views12 pages
    This document outlines a 4 step process for evaluating employee performance: 1. Determine the reason for evaluation such as training, salaries, promotions or terminations. 2. Identify any environmental or cultural limitations that could affect the evaluation system. 3. Determine who will evaluate performance such as management, peers, subordinates or customers. 4. Select the best evaluation method like rankings, ratings or 360 feedback to accomplish organizational goals.

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    This document outlines a 4 step process for evaluating employee performance: 1. Determine the reason for evaluation such as training, salaries, promotions or terminations. 2. Identify any environmental or cultural limitations that could affect the evaluation system. 3. Determine who will evaluate performance such as management, peers, subordinates or customers. 4. Select the best evaluation method like rankings, ratings or 360 feedback to accomplish organizational goals.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    55 views12 pages

    Evaluating Employee Performance

    Uploaded by

    nurfitria
    This document outlines a 4 step process for evaluating employee performance: 1. Determine the reason for evaluation such as training, salaries, promotions or terminations. 2. Identify any environmental or cultural limitations that could affect the evaluation system. 3. Determine who will evaluate performance such as management, peers, subordinates or customers. 4. Select the best evaluation method like rankings, ratings or 360 feedback to accomplish organizational goals.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 12

    EVALUATING EMPLOYEE

    PERFORMANCE
    STEP 1 - 4
    STEP 1 : DETERMINE REASON OF APPRAISAL

    • Providing Employee Training and Feedback


    • Determining Salary Increases
    • Making Promotion Decisions
    • Making Termination Decisions
    • Conducting Personnel Research
    WHY WE SHOULD
    DETERMINE THE REASON OF
    APPRAISAL?
    It is important because that kind of evaluating
    performance techniques are appropriate for some
    purposes but not for others.
    STEP 2 : IDENTIFY ENVIRONMENTAL AND
    CULTURAL LIMITATIONS
    Identify environmental and cultural limitations that could affect the system.
    For example :
    - An environment in which employees are very cohesive, the use of peer rating might
    reduce cohesiveness.
    - In an environment in which there is no money available for merit pay, developing a
    numerically complex system will become frustrating, and the results of the evaluation
    may not be taken seriously.
    STEP 3 : DETERMINE WHO WILL EVALUATE
    PERFORMANCE
    Employee’s performance will be evaluated by :
    -> Upper management
    -> Direct supervisor
    -> Peers
    -> Subordinates
    -> Support staff
    -> Customers/the public
    -> Vendors
    -> Self
    360 FEEDBACK

    • Use
    - 28% of organizations (Mercer Consulting, 2005)
    - 65% (William Mercer survey)
    - SHRM Survey
    • 18% for nonexempt positions
    • 29% for exempt positions
    • 32% for executive level positions.
    STEP 4 : SELECT THE BEST APPRAISAL METHOD TO
    ACCOMPLISH YOUR GOALS
    Before developing the actual evaluating performance instrument, two
    important decisions must be made : the focus of the performance appraisal
    dimensions, and weather to use rankings or ratings.
    Decision 1 : Focus of the Appraisal Dimensions
    • Can focus on traits, competences, task type, goals
    • A trait-focused system concentrates on such employee
    attributes as dependability, honesty, and courtesy.
    Decision 2 : Should Dimensions be Weighted
    Advantage : Some dimensions might be more important to an
    organization than others and reduce racial and
    biases.
    Decision 3 : Use of employee comparisons, objective measurer, or
    rating
    - Employee Comparisons
    There are 3 methods :
    1. Rank Order
    2. Paired Comparisons
    3. Forced Distribution
    - Objective Measures
    Common types of objective measures include quantity of work, quality of work,
    attendance, and safety

    - Rating Performance
    Though there are many variations of how these rating scales can be created, the
    two most common are the graphic rating scale and the behavioral checklist.
    THANK YOU

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