Industrial Relations and Trade Unions. Dispute Resolution and Grievance Management. Labour Welfare and Social Security Measures.
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. This system is a comparative method for performance evaluations. The manager will have a list of all employees and will first choose the most valuable employee and put that name at the top.
Then he or she will choose the least valuable employee and put that name at the bottom of the list.It is designed to improve worker performance over time whereas Performance Appraisal is the part of the performance management process that identifies, measures and evaluates the employee’s performance and then discusses that performance with the employee.
Feb 06, · Performance Management Platform – A Pivotal Foundation for Breakthrough Performance Ravee Ramamoothie University of Liverpool Abstract Strategy execution is a topic of practical importance and its success depends on how an organization integrates and aligns the business units and the employee performance to the strategic goals of the organization.
Performance Appraisals, Retrieved From Http - I felt that after reading this article I was able to not only successfully appraisal an employee, but also the ability to discern the best method of appraisal to use in any situation.
- The Management Failure of Tyco International Tyco International was founded by Edward Breen in (Wikipedia, ). According to Wikipedia, (), Tyco International’s operational headquarters is located in Princeton, New Jersey, and employs , employees.
In this essay, I will be discussing the key issues faced by a MNE regarding international performance management and appraisal. Moreover, I will also be considering the different methods of IPA, while giving particular focus to the appraisal of expatriates. HR management essay on: Effective Performance Management Systems.
The article written by David Gliddon – “Effective Performance Management Systems” takes into consideration the current as well as the new ideas for employee evaluation.