Ch 11 Performance Evaluation

Management by Objectives (MBO)

This method is results oriented and similar to the work standards approach, with a few differences. First, the manager and employee sit down together and develop objectives for the time period. Then when it is time for the performance evaluation, the manager and employee sit down to review the goals that were set and determine whether they were met. The advantage of this is the open communication between the manager and the employee

Checklist Scale

a 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.

Performance Evaluation System

a systematic way to examine how well an employee is performing in his or her job.

Essay Appraisal

l, the source answers a series of questions about the employee's performance in essay form. This can be a trait method and/or a behavioral method, depending on how the manager writes the essay. These statements may include strengths and weaknesses about the employee or statements about past performance.

360-Degree Performance Appraisal

method is a way to appraise performance by using several sources to measure the employee's effectiveness.

Continuous Scale

shows a scale and the manager puts a mark on the continuum scale that best represents the employee's performance. Disadvantage = subjectivity.

Problem Solving Interview

the employee and the manager discuss the things that are going well and those that are not going well, which can make for a more productive discussion.

Critical Incident Appraisal

the manager records examples of the employee's effective and ineffective behavior during the time period between evaluations, which is in the behavioral category. 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.

Tell and Listen Interview

type of interview, the manager communicates feedback and then addresses the employee's thoughts about the interview.

Ranking Method System

(also called stack ranking), employees in a particular department are ranked based on their value to the manager or supervisor. This system is a comparative method for performance evaluations.

2 main aspects in appraisal methods:

1. Criteria 2. Rating

Feedback should be:

1. Direct and specific 2. Not personal. Always compare performance to standards 3. Remember that its a development opportunity 4. Thank employee and avoid criticism

MBOs should be SMART

1. Specific 2. Measurable 3. Attainable 4. Result Oriented 5. Time Limited

Three main performance methods:

1. Trait: in which managers look at an employee's specific traits in relation to the job, such as friendliness to the customer. 2. Behavioral: looks at individual actions within a specific job. 3. Comparative: compare one employee with other employees

4 reasons for evaluation system

First, the evaluation process should encourage positive performance and behavior. Second, it is a way to satisfy employee curiosity as to how well they are performing in their job. It can also be used as a tool to develop employees. Lastly, it can provide a basis for pay raises, promotions, and legal disciplinary actions

Behaviorally Anchored Rating Scale

Focus is on desired behaviors. Scale is for each specific job. Desired behaviors are clearly outlined. Disadvantage: Time consuming.

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. With this results-focused approach, a minimum level is set and the employee's performance evaluation is based on this level.

Tell and Sell Interview

In this type of interview, the manager does most of the talking and passes his or her view to the employee

Discrete Scale

Is one that shows a number of different points. The ratings can include a scale of 1-10; excellent, average, or poor; or meets, exceeds, or doesn't meet expectations, for example.

Graphic Rating Scale

Most popular. This type of evaluation lists traits required for the job and asks the source to rate the individual on each attribute.