Managing Performance

Managing Performance

Introduction

The purpose of the paper is to focus on performance evaluation and indicates the strengths of employees and their performances. It attempts to discuss the performance assessment criteria and its relation with the employees. The paper also highlights the methods of effective performance management and attempts to discuss the actions and activities designed to improve employee performance. Performance evaluation is an essential activity to review the operation of employees and this paper comprehensively covers all topics related to performance management.

Discussion

Performance Assessment and Organizational Vision. Mission and Objectives

Assessment is commonly defined as the assessment of knowledge, skills, abilities and performance, understanding by value calculation, appreciation or one or more things. Performance assessment is considered as part of performance management and covers all situations in which performance is assessed and appraised (Ammons, 2002, pp 344 - 347). Assessment of the level, quality of performance requires good skills and possession of a special tool to solve this problem. Analytical skills and analysis tools are needed already at the stage of collecting and structuring information. The process usually ends with a free report and evaluate progress and performance standards of compliance with these standards, goals and objectives of the company (Cardy & Dobbins, 1994, pp 9 - 11).

An integral part of the assessment process is the evaluation of worker performance. The assessment of employee performances are aligned with organizational goals and objectives in such a manner that every employee is striving towards the common goal, the organizational goal. Performance assessment takes into account the organizational mission, vision, values, strategic objectives and the system of distinctive competencies, defined by the collective of all management processes (Ammons, 2002, pp 344 - 347).

Performance Criteria and Performance Assessment Models

Performance assessment criteria are indicators, or data rates desired result in the execution of a task. The performance criteria are related to the main functions of the job and are not just a list of tasks but describe what the employee must achieve in the performance of their position (Arvey & Murphy, 2002, pp 141 - 168). Performance assessment models are the basis upon which the performance assessment criteria is constructed. These models can be be broadly categorized into ten categories:

Rating Scales: The assessor must give a subjective assessment of the development of an employee in a scale that goes from low to high.

Checklist: Requires the person giving the rating select sentences that describe the development of the employee and their characteristics.

Forced Selection Method: It forces the evaluator to select the most descriptive phrase used in the performance of each pair of statements found.

Method of Recording Critical Events: Requires the assessor to take a daily log that carries out the evaluation.

Behavioral Rating Scales: Comparison system is used for employee performance with certain specific behavioral parameters.

Field Verification Method: A qualified representative of the staff is involved in the scoring granted to each employee.

Evaluation Methods in Groups: The group assessment are conducted by the supervisor amd decisions made on pay increases are based ...