Performance evaluations show the strengths and weaknesses of individuals and provide insights into gaps in development, training or processes among groups. Performance appraisals methods have pros and cons, so choosing the right method for your business is important. It not only considers the performance of tasks and the successful completion of goals but also interviews everyone who works with or under the employee along with any applicable manager reviews. The benefit of the degree method is the level of detailed information it provides when it uses data from so many sources.
This type of scale focuses on behavioral traits and is not specific enough to some jobs. Development of specific criteria can save an organization in legal costs.
For example, in Thomas v. IBM, IBM was able to successfully defend accusations of age discrimination because of the objective criteria the employee Thomas had been rated on. For example, some organizations use a mixed standard scalewhich is similar to a graphic rating scale.
Mixed standard statements might include the following: The employee gets along with most coworkers and has had only a few interpersonal issues.
This employee takes initiative. The employee consistently turns in below-average work. The employee always meets established deadlines. An example of a graphic rating scale is shown in Figure These statements may include strengths and weaknesses about the employee or statements about past performance.
They can also include specific examples of past performance. Also, managers may write less or more, which means less consistency between performance appraisals by various managers.
Checklist Scale A checklist method for performance evaluations lessens the subjectivity, although subjectivity will still be present in this type of rating system. With a checklist scalea series of questions is asked and the manager simply responds yes or no to the questions, which can fall into either the behavioral or the trait method, or both.
Another variation to this scale is a check mark in the criteria the employee meets, and a blank in the areas the employee does not meet. A sample of a checklist scale is provided in Figure When it is time for the employee to be reviewed, the manager will pull out this file and formally record the incidents that occurred over the time period.
The disadvantage of this method is the tendency to record only negative incidents instead of postive ones.
However, this method can work well if the manager has the proper training to record incidents perhaps by keeping a weekly diary in a fair manner. This approach can also work well when specific jobs vary greatly from week to week, unlike, for example, a factory worker who routinely performs the same weekly tasks.
Work Standards Approach For certain jobs in which productivity is most important, a work standards approach could be the more effective way of evaluating employees.
The downside is that this method does not allow for reasonable deviations. This approach works best in long-term situations, in which a reasonable measure of performance can be over a certain period of time. This method is also used in manufacuring situations where production is extremely important.
For example, in an automotive assembly line, the focus is on how many cars are built in a specified period, and therefore, employee performance is measured this way, too.
Ranking Methods In a ranking method system also called stack rankingemployees in a particular department are ranked based on their value to the manager or supervisor.Start studying HR ch Learn vocabulary, terms, and more with flashcards, games, and other study tools.
d. rating e. graphic rating scale. Which of the following is NOT a potential problem associated with the use of graphic rating scales in the performance appraisal process?
a. Attribution of too much objectivity to results. Graphic Rating Scale. Behaviorally Ars. Attrition.
SHRM External Behaviorally anchored rating scales. From Wikipedia, the free encyclopedia for fair employment practices but it may improve reliability of personnel assessment and enhance communication when evaluating employees (Maiorca.
The same SMEs will then rate each critical. – Evaluating an employee’s current and/or past performance relative to his or her performance standards. Ø Graphic rating scale Potential Rating Scale Appraisal Problems.
• Make the annual or semi-annual formal evaluation a supplement to continuous informal communication • Be prepared to deal with strong emotional responses from employees • Spend some time on career implications • End the review on a positive note • Ask employees how the review process can be improved.
E. References 1. Graphic rating scale form Behaviorally Anchored Rating Scale (BARS) form Ranking method ° evaluation Bias At this stage of human resource management (HRM), we now have employees in our appraisal is just one piece of performance management.
Although we will spend most of. numeric rating scale; graphic rating scale; Descriptive graphic rating scale; there is no means for evaluating internal reliability using an index such as Cronbach's alpha.
the category is more likely to mean the same thing to different people. This applies to all categories, not just the extreme points.