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Performance Appraisal
Consider these methods for performance appraisal: trait methods, behavioral methods, and results methods. Then select an industry or organization that has many occupational positions within it. Give an example of a job title for which each of the above methods would be an appropriate performance appraisal method. Explain your answer.
Trait methods of performance appraisal stress character traits when evaluating overall employee quality. For example, is the employee punctual, caring and compassionate when dealing with the public, and willing to show the initiative when beginning new products at work? Adjectives crucial to work performance are listed, given a certain weight on a scale (such as 1-10), and the employee is assessed to the degree which they embody these qualities. The problem with such evaluations is that they are invariably subjective. Another person must be on hand to constantly evaluate the employee to see if they usually possess certain traits, or the employee must be the subject of customer surveys. In a medical office, the most appropriate employees for a trait performance appraisal might be the front office staff. Patients could receive cards after the office, and fill in if the staff was knowledgeable about keeping them informed, accurate in their ability to provide patient records, and courteous, on a scale of 'very' to 'not at all.'
Behavioral methods of evaluation focus on certain behaviors as performance indicators, positive or negative, and the employee's frequency or lack thereof of performing such actions. A nurse in a medical office might be evaluated by his or her superiors for his or her ability to accurately evaluate a patient during an initial exam, to triage patients in an effective manner, and to aid the doctor in performing routine and non-routine procedures. Although subjective to some degree, the employee is able to point out examples of efficacy and performance frequency if he or she feels that the assessment made by the supervisor may be in error.
Results methods evaluate employees based upon successful results. A certain benchmark is established of quality, and the employee is measured against that benchmark, as exceeding or falling beneath the acceptable standard. A new doctor might be assessed upon the rate of recovery of his or her patients, and how accurately he or she was able to diagnose routine ailments in patients, under the observation of a more experienced physician.
Performance Appraisals Kudler foods. Performance appraisal system: Kudler Foods Within the food and hospitality business, a wide variety of types of employees are needed to bring a company's vision to fruition. These require a vast array of different skill sets. For example, a store or general department manager needs to be an effective leader, know how to delegate, and be able to prioritize objectives to suit the needs of various consumers. A department
Performance Appraisals Jeffrey Spence's 2011 article "Conscious rating distortion in performance appraisal: a review, commentary, and proposal framework for research" discusses the relationship between managers and employees and how managers use conscious rating distortion as a means to evaluate individuals that they are in charge of. Performance appraisal is one of the principal topics that the paper relates to as the writer tests several theories with the purpose of determining the
Performance Appraisal: There are many different types of performance appraisals available. Among the more common include: Comparative Standards -- This type of performance appraisal compares employee's performance with others in a group Group Ranking Order -- In this type a supervisor places each employee in a classification, such as top 1/2 of employees. Usually someone has to be assigned in a bottom fraction of the group. Individual Ranking -- This is the most commonly
Performance Appraisal Causes of Performance Appraisal Steps Leading to Performance Appraisal Performance Appraisal Data Analysis and Interpretation This research paper aims to conduct a study regarding the effectiveness of performance appraisals and the issues accompanying performance appraisals. PERFORMANCE APPRAISAL Performance appraisal" is a term used for evaluating performance of employees in an organization. The purpose behind performance appraisal is firstly, to rate an employee's performance on the job. Secondly, these appraisals are conducted to determine whether employees
Performance Appraisal NATIONAL VOCATIONAL & EDUCATION SYSTEM PERFORMANCE APPRAISAL When & How 360-Degree Method Favorable for Employees and Managers This paper discusses the theory of performance appraisal. The uses and objectives of the performance appraisal method are also discussed. It also highlights the most common method of performance evaluation; 360-Degree. The main objective of this paper is to find out if the performance appraisal method is for encouragement of employees only or it can reduce
I would want to be evaluated through a form that would reveal whether or not I was conducting my assigned duties. Because of its specific nature, figure 11-3 would not only allow the evaluating manager to make an informed representation of my work, but also remind me of specific duties. Thus, as an employer and an employee, figure 11-3 is the superior form. It allows for the accurate and