Performance evalution
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The document discusses performance evaluation and employee development. It defines the purposes of performance evaluation as recognizing strengths and achievements, providing feedback, and identifying development needs to help employees improve and advance their careers. It also describes different methods for evaluating performance, such as written essays, critical incidents, and forced comparisons. The importance of feedback for motivation and development is emphasized.
Performance evalution
- 3. After studying this chapter, you should be able to: 1. Describe jobs where interviews are effective selection devices. 2. List the advantages of performance simulation tests over written tests. 3. Define four general skill categories. 4. Identify four types of employee training.
- 4. 6. Explain who, in addition to the boss, can do performance evaluations. 7. Describe actions that can improve the performance- evaluation process. 8. Identify the content in a typical diversity- training program. 5. Explain the purposes of performance evaluation.
- 5. The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
- 6. Task performance • Performing the duties & responsibilities that contribute to the production of goods or service or to administrative tasks.This includes most of tasks in a conventional job description. Citizenship • Actions that contribute to the psychological environment of the organization, such as helping others when not required , supporting organizational objectives, treating co-workers with respect ,making constructive suggestions , & saying positive things about workplace. Counter productivity • Actions that actively damage the organization.These behaviors include stealing ,damaging company property, behaving aggressively towards co- workers , & taking avoidable absences.
- 7. Interviews – Are the most frequently used selection tool. – Carry a great deal of weight in the selection process. – Can be biased toward those who “interview well.” – Should be structured to ensure against distortion due to interviewers’ biases. – Are better for assessing applied mental skills, conscientiousness, interpersonal skills, and person - organization fit of the applicant.
- 8. WrittenTests – Renewed employer interest in testing applicants for: • Intelligence: trainable to do the job? • Aptitude: could do job? • Ability: can do the job? • Interest (attitude): would/will do the job? • Integrity: trust to do the job? –Tests must show a valid connection to job- related performance requirements.
- 9. Performance-SimulationTests – Based on job-related performance requirements –Yield validities (correlation with job performance) superior to written aptitude and personality tests. Work SampleTests Creating a miniature replica of a job to evaluate the performance abilities of job candidates. Assessment Centers A set of performance-simulation tests designed to evaluate a candidate’s managerial potential.
- 11. Argument against ethics training – Personal values and value systems are fixed at an early age. Arguments for ethics training –Values can be learned and changed after early childhood. –Training helps employees recognize ethical dilemmas and become aware of ethical issues related to their actions. –Training reaffirms the organization’s expectation that members will act ethically.
- 14. Organization – Clearly communicate organization’s goals and future strategies. – Create growth opportunities. – Offer financial assistance. – Provide time for employees to learn. Employees – Know yourself. – Manage your reputation. – Build and maintain network contacts. – Keep current. – Balance your generalist and specialist competencies. – Document your achievement. – Keep your options open.
- 15. The performance evaluation serves many purposes. Most importantly, it provides a formal opportunity for the supervisor and the employee to meet and communicate. During the meeting, the supervisor will provide feedback on how well the employee is performing based on the goals and anticipated results listed on the Individual Performance Plan and Evaluation (IPPE).The responsibilities and the tasks detailed on the Position Description Questionnaire (PDQ) serve as the foundation for the IPPE.
- 16. A performance evaluation can also accomplish the following: Recognize and document the employee’s strengths and achievements. Reinforce positive performance. Identify areas where performance improvement is needed. Identify career and individual development needs. Document poor performance that may lead to corrective action. Facilitate employee accountability for their performance. Give the employee an opportunity to comment on his or her job performance. Help the employee assume accountability for the job and her or his performance. · Establish customer-focused service as it relates to the mission of the agency and to the public.
- 20. Written Essay A narrative describing an employee’s strengths, weaknesses, past performances, potential, and suggestions for improvement. Critical Incidents Evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
- 23. Forced Comparisons – Evaluating one individual’s performance relative to the performance of another individual or others. Group Order Ranking An evaluation method that places employees into a particular classification, such as quartiles. Individual Ranking An evaluation method that rank-orders employees from best to worse.
- 24. Forced Comparisons (cont’d) Paired Comparison An evaluation method that compares each employee with every other employee and assigns a summary ranking based on the number of superior scores that the employee achieves.
- 26. Why Managers Are Reluctance to Give Feedback – Uncomfortable discussing performance weaknesses directly with employees. – Employees tend to become defensive when their weaknesses are discussed. – Employees tend to have an inflated assessment of their own performance. Solutions to Improving Feedback –Train managers in giving effective feedback. – Use performance review as counseling activity than as a judgment process.
- 27. Why Feedback Is Important? – Provides employees with information about their current performance – Affects employee motivation to continue performing. What AboutTeam Performance Evaluations? 1.Tie the team’s results to the organization’s goals. 2. Begin with the team’s customers and the work process the team follows to satisfy customer needs. 3. Measure both team and individual performance. 4.Train the team to create its own measures.
- 28. Selection – Few common procedures, differ by nation. Performance Evaluation – Not emphasized or considered appropriate in many cultures due to differences in: • Individualism versus collectivism. • A person’s relationship to the environment. •Time orientation (long- or short-term). • Focus of responsibility.
- 32. DiversityTraining – Participants learn to value individual differences, increase cross-cultural understanding, and confront stereotypes. – A typical diversity training program: • Lasts for half a day to three days. • Includes role-playing exercises, lectures, discussions, and sharing experiences.