Job Performance Evaluation Paper Example

1. Clearly define performance for the job.

Job performance is the evaluation of whether the workers of an organization as executed their responsibilities by the expectation of the investors (Schneier, Shaw, Beatty, & Baird, 1995). It performs the overall organizational performance. It is disappointing done based on an individual employee's effort to determine if when the employees cannot meet the organization expectation in consideration of the time and resources used when hiring a single employee.

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a. What is a performance for the job in question?

The performance for the job in question is high because the employees can achieve what the job requires.

b. What constitutes a good performance?

Good performance appraisal constitutes communication expectations, feedback, goals, and self-assessment. A good performance appraisal must provide the opportunity for workers to strengthen the organizational expectations it has for the employees about their responsibilities, quality and productivity.

c. The performance Dimensions for this job include

From the information of job analysis and description, the performance dimensions on which the performance will be assessed include a measure of performance, the person evaluating the performance and frequency of evaluation

2. How will performance be assessed?

The performance will be assessed through checking the level of sales revenues, creativity, responsiveness to feedback, level of consistent improvement and degree of work execution. All these will ensure the performance of workers or the organization is good or bad based on the results of these metrics.

a. Will you use objective measures?

The objective measure will be used when evaluating job performance because it helps in determining whether the employees have met the organization expectations.

i. If so, what are the costs/benefits associated with this approach?

Objective measure approach is cost effective because it only seeks to ascertain whether the organization objectives have been met. It requires the use of a few personnel namely the manager, human resource or even immediate supervisor.

ii. And for which performance dimensions will objective measures be used?

The performance dimensions that the objective measure will be used include a time dimension, quality, sales level dimension, and quantity dimension because the organization expects to meet produce a high quality product at the correct quantity within a shorter period (Schneier et al. 1995).

iii. How will the objective performance data be gathered?

The objective performance data will be gathered through seeking customer feedback and observing the organization performance.

iv. Justify your decisions for each of the questions above.

The objective measure is essential for measuring sales level, quality, and quantity of production because these are the primary organization objectives. Objective performance can be collected through obtaining employee and customer feedback because they have adequate information that can help the organization measure its performance.

b. Will you use subjective measures?

I will also use subjective measure although it has some biasness. I will use it to get more clarification about the performance of an individual.

i. Discuss the costs/benefits associated with this approach.

The benefits of subjective measures are that it supports an extensive contribution of workers as compared to the use of objective measures. It allows the manager to provide his or her view regarding the performance of a given employee. Also, it provides job feedback when there are related personal traits as opposed to professional skills. On the contrary, subjective measures allow the job performance of a person to rely on the opinion of the supervisor or the person doing the evaluation.

ii. And for which performance dimensions will subjective measures be used?

The performance dimensions where a subjective measure can be used include a time dimension, customer service dimension, and leadership dimension.

iii. If subjective criteria are used, who will provide the ratings?

The Evaluator or the supervisor

iv. Why did you choose this particular source?

It can collect numerous data

c. Describe the rating system and format you will use.

The rating system used is a performance-rating scale. It has five different levels where workers that have received degree five have performance above the organization expectations. This shows that they have outperformed in their work. Level four scale also shows that employee performance has even exceeded or beaten beyond the expectation. Level three scale shows that the employees have met the required expectations while level two indicate that the employees have not been performing consistently in their duties. Finally, level 1 shows poor performance and the contribution of the employee is below the organizational expectations.

i. Describe how you will address or prevent rating errors.

Preventing rating errors is easy. This can be done by providing timely feedback to understand what is going on in the organization on a regular basis. Benchmarking and calibration is another way of preventing rating error that involves convening meetings regularly to discuss the reason why there is low performance. This is essential in increasing the consistency of rating. Finally adjusting the rating scale to prevent vagueness and ensure that it measures job performance accurately.

d. Justify your decisions for each of the questions above.

The provision of feedback regularly ensures that the manager understands what goes on in the organization as early as possible and ensure that the correct course of action is taken to prevent it. As a result, it increases the accuracy of the rating scale. Also benchmarking also provide the employee and the executives to discuss what goes on in the organization and the process correct data is collected that increase the accuracy and reliability of data used when evaluating job performance.

3. How will feedback be communicated to employees?

The feedback will be communicated to the employee through convening meetings discussing employee performance. It can also be delivered through memos or directly by the supervisor.

a. How often will this process occur?

The process must be done regularly to reduce rating errors.

b. Describe the feedback session.

The feedback session involves seeking information about the organization performance from different stakeholders. It should be done regularly to ensure there is an active exchange of information between the executives and team members. Feedback is required to identify areas where the organization is doing well and where they are performing poorly.

c. Be sure to justify your strategies.

Feedback is an essential job performance appraisal strategy to use when evaluating the performance of workers. This strategy is vital to ensuring that the workers understand the appraisal method used and it improves communication between different stakeholders such as workers. Also, it makes the organization and employees identify areas where things are not right requiring improvement.

4. What else should be considered (that has not been mentioned above) when managing employee performance? Explain and incorporate as applicable

It is essential for the organization to consider employee motivation and relevant skills. The organization must ensure that the employees are motivated by providing different incentives such as bonuses and make their work more flexible. These will increase their desire to work and perform well.

References

Schneier, C. E., Shaw, D. G., Beatty, R. W., & Baird, L. S. (1995). Performance Measurement, Management, and Appraisal Sourcebook. Human Resource Development.