CASE STUDY WEEK 8 5
Question one: Which of the three forms is more job related? Whichtype would you rather use to evaluate employees? Which type would yourather have your supervisor use to evaluate you?
It is evident that the measurement of the job that an employee doesdepends on his or her performance. From the various appraisalinstruments discussed in the chapter, it is clearly evident that theobjective appraisal method is the only one that focuses on assessingthe work performance. In other words, the method seeks to assess thequality of the work, amount of work done, as well as the timeaccuracy within which the job was done. The objective method seeks toestablish the standard of an employee’s performance based onpreviously established standards (Burkhalter et al, 209). It isimperative to point out that figure 11-3 indicates the objectiveappraisal method, which is on page 261 of Klingner et al, book.
In regard to the method I would use to evaluate the employees, thereis no doubt that I would definitely choose the 360-degree evaluationcriteria. This is for the sole reason that the method uses the viewsof different people to present the rating of the employee. It isclearly mentioned in the chapter that the method places emphasis onthe teams, clients and the customers. As a consequence, research hasindicated that the method presents a perfect and an accurate pictureof the employee’s contribution to the organizational goals. It isalso evident that this methods ensures that the employee’s goalsare clearly communicated and the organizational expectations setclear. This method of evaluation of employees is present in figure11-6. It is, however, imperative to note that this method has beenassociated with issues of trust, anonymity and confidentialityamongst peers and therefore might not be effective as an appraisaltool for rewarding employees. Rather, the method has largely beenused for providing feedback, coaching, as well as planning foremployee development.
From the above discussion, it is evident that the 360-approach toemployee assessment is the most effective. Therefore, in regard tothe method I would want my supervisor to apply while evaluating me, Iwill go with the 360-appraisal method. This is for the reason thatthe method will portray the perfect and accurate picture of me inregard to my contribution to the organizational goals. In addition,the method has been proved to provide an effective communication ofemployee’s goals, as well as the understanding of theorganizational expectations to members of the role set. Furthermore,this method of performance appraisal has been regarded as the bestavenue for enhancing communication with the customers (Klinger et al,2010).
Question two: Discuss the forms with regard to thefollowing criteria:
Accuracy in measuring employee performance
As it has been evident in the above discussion, the objectiveappraisal method is extremely effective in measuring employeeperformance. In other words, the method seeks to measure the amount,quality and timeliness of work performed by each individual employee.It can also be confidently argued that the method output oriented andtherefore it is a more accurate method of measuring employeeperformance than the 360-degree appraisal method (Klinger et al,2010). The 360-degree evaluation method has been riddled with issueregarding trust, anonymity and confidentiality amongst the employeesand therefore it cannot portray the best picture of employeeperformance.
Cost and time in developing
Employee rating has been regarded as the best method when itcomes to the issue of time and cost. It is evident from the readingthat the method is time conscious and also it is less costly thanother methods. In comparison to the 360-degree appraisal method,employee rating is extremely easy to develop and also cheap Klingeret al, 2010). The 360-degree appraisal method has been regarded astime consuming and also a very costly method to evaluate employees.It is also rife with issues regarding trust, anonymity andconfidentiality amongst the peers.
Ease of completing
Due to the way the employee rating method is organized, it appearsas the easiest and most convenient method to easily complete. It isclearly evident that it lists the personality traits of the employeeon one column and a scale that is used to rate the trait besides it.This is an easy way of assessing employee traits and can be easilycompleted. The 360-degree appraisal method may prove to be extremelyhard to complete due to the fact it involves a circle of people.
Use in counseling and developing employees
In page 270, Klingner et al, cites that the 360-degree appraisalmethod is the “best used for the purpose of employee coaching,employee development planning, and employee feedback”. Therefore,it is evidently clear that the 360-degree appraisal method is thebest in terms of counseling and developing employees.
Use in promotion, pay, or other personnel decisions
As it is clearly indicated in the above discussion, the objectiveappraisal method is the best in terms of promotion, pay considerationand other personal decisions are concerned. This is for the solereason that the method measures the performance of an employeeagainst certain established standards (Tapamoy, 2008). As long as anemployee is able to meet those standards, he or she is eligible forthe award of the rewards.
Klingner, D., Nalbaldian, J., & Llorens, J. (2010). PublicPersonnel Management: Contexts and Strategies. New York. PearsonEducation, Inc.
Burkhalter, B., Buford, J. A., & American Association ofCommunity and Junior Colleges. (2009). Performance appraisal:Concepts and techniques for postsecondary education. Washington,D.C: American Association of Community and Junior Colleges.
Tapamoy, D. (2008). Performance appraisal and management:Concepts, antecedents and implications. New York: Cengagelearning.