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Discussion Question:
Discussion One: Select three methods for conducting an evaluation of an employee’s performance.
Tell us what level of employee (management, administrative, clerical, laborer, etc.) would you use this method to evaluate.
Finally, provide the advantages and disadvantages for each method.
CLASSMATE RESPONSE:
The three evaluation methods I chose for this discussion are the Checklist, the Graphic Rating Scale, and the Management By Objectives method (M. Libraries, n.d.).
Checklist: I would use this method to evaluate entry-level employees or manufacturer line workers. Using a list of questions that highlight the worker’s behavior, traits or combination of the two; the rater need only observe performance and record a yes or no finding. The advantage of this method is that it takes a great deal of the subjectivity out of the appraisal. However, the disadvantage of this method is that it does not allow for a detailed analysis of the worker’s performance unless paired with some other means of appraisal such as Critical Incident Appraisal.
Graphic Rating Scale: I would use this method to evaluate entry-level to mid-level employees and personnel whose work roles required a bit more detail, such as administrative or clerical work. Unlike the standard checklist approach, this method identifies the traits unique to the job that can be used to evaluate the worker’s performance and scored via a discreet point system, or on a continuous scale system that reflects meeting, exceeding, or not meeting work expectations. However, subjectivity and lack of specificity for some jobs are two disadvantages of this method.
Management By Objectives: This is a method I would use for the evaluation of mid-level management, because it is results oriented and foster increased communication between the rater and the employee. Additionally, the employee has input in setting performance goals which can be used in skills development. However, a potential disadvantage can result from the inability of the manager and employee to come up with strong performance objectives.
RESPONSE TO CLASSMATE:
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CLASSMATE RESPONSE:
The three methods of performance evaluation are Appraisal, Behavioral and Management by Objective. The laborer level, would require an appraisal performance, the administrative/clerical would require behavioral and the management would require the MOB. The advantages of the appraisal method is management oversight of the employee a disadvantage is the assumption factor. The behavioral advantage is provide insights to an employee’s performance but are difficult to develop and validate., and the MOB advantage is that it provides a benchmark to see if the employee is performing as was agreed upon by the employee and his or her supervisor and the disadvantage is in the original setting of the objectives.
RESPONSE TO CLASSMATE:
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Discussion Question:
Discussion Two: Application
After reviewing the module material, answer the following taken from the module:
The acting head of software development advises you that she wants to develop an effective performance appraisal system for her department. She remembers, from having taken a human resource management class as an undergraduate, that there are a number of different ways to measure performance and she wants your guidance in selecting one.
She also wants to make sure that the method chosen to conduct performance appraisals fits the technical nature of the workers she supervises who work in teams. Knowing what an individualistic society the USA is, she suggests there be an individual and a team component.
Write and share a memo that outlines the different alternatives that you recommend as the most effective for appraising the performance of software developers working in teams. Share at least three alternatives with the pros and cons of each alternative you suggest.
CLASSMATE RESONSE:
MEMORANDUM
To: Head of Software Development, HSS
From: HR, HSS
Date: June 16, 2016
Subj: Alternative Appraisal Methods
The concern of choosing the appropriate method of appraisal is one of great concern and should be carefully consider. Although there many methods that organizations use to appraise employee performance; and here will identify fitting methods that would be well suited for the department. HR would like to have you review the below for consideration:
* Management by Objective (MOB), is very result oriented and directly tied into organizational objects between management and employee.
Advantage- focuses on setting and goal control
Disadvantage- very much time consuming and total management support
* Checklist, where manager checks off statements related to the employee performance
Advantage- quick and easy for the supervisor
Disadvantage- (none)
* Behavioral, involves observing specific behaviors of the areas identified by manager
Advantage, insights to an employee’s performance
Disadvantage, development and validity
Consider the methods listed above and provide feedback on the method that you have more interest in and HR will provide more specific details to you inquiry.
HR
RESPONSE TO CLASSMATE:
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CLASSMATE RESPONSE:
To: Department Head, Software Development
From: Human Resources Manager
Date: June 14, 2017
Subject: Performance Appraisal System
There are several ways to conduct a performance evaluation. All methods of appraisals can be divided into two different categories, past oriented methods and future oriented methods. These evaluations can be time consuming but are very effective in evaluating staff. Without them there is really no way for an employee to know how well they are doing or what they can do improve their performance. Every one needs to know if they need improvement or if they are doing a great job if they’re interested in maintaining their position or potentially able to secure a promotion. The evaluation methods I have chosen are great tools for performance appraisals of both management and lower level staff.
Management by Objectives (MBO) is best used to evaluate someone that is in a management position. For other employee levels this method is less suitable since lower levels do not always have a long term goal. The MBO sets specific and measurable goals for the employee to achieve, which can be reevaluated in the following year to determine if the objectives were met.
The 360 Evaluation can be used to not only to see how the employee works, but also how they interact with individuals from other departments in the company. This method allows for a complete picture of any employee’s accomplishments during the review period. The biggest disadvantage of using this method is that the method relies on the integrity of anticipates engaging in the review process. It can easily be used by those with ill will towards a fellow employee to sabotage the review process of any employee being evaluated.
The final method is the critical -incident, this method relies on any written documentation, whether it’s good or bad, about an employees’ behavior. This can be used to show what behaviors need improvement, it also gives management a written account of any bad incidents that can also be used for termination. There are also drawbacks to this method. In some class the feedback may be too much and may appear to be a punishment rather than an evaluation
Thank You
RESPONSE TO CLASSMATE:
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