Sixth employee on the same performance criteria

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sixth employee on the same performance criteria, placing a check mark by the name of the employee who produced the highest result in each paired comparison. The process is repeated until each employee has been compared to every other employee on all of the chosen performance criteria. The employee with the most check mark is considered to be the best performer. Likewise, the employee with the fewest check marks is taken as the least performer. One major problem with the paired comparison method is that it becomes too wide especially when comparing more than five or six employees. IV. Critical incident method With this method the supervisor keeps a log of positive and negative examples (critical incidents) of a subordinates work related behavior. Every six months or so, supervisors and subordinates meet to discuss the latter’s performance, using the incidents as examples.
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V. Management by objective (MBO ) MBO requires the manager and workers set specific measurable goals and then periodically discuss the employees’ progress towards these goals throughout the implementation process the term MBO generally refers to a compressive, organization wide goal setting and appraisal program consisting of six steps, which include: Set organizational goals Set departmental goals Discuss the goals with the workers Define expected results Performance review provide feedback VI. Essay appraisal It is performance evaluation method in which the rater prepares a written statement describing the individual’s strength, weakness and past performance. There are criticisms about the accuracy and relevance of this method. This is mainly because comparing essays written by the same or different raters is difficult since skilled writers can paint better picture of an employee than unskilled writers. VII. Checklist method This is performance evaluation method in which the rater answers with a yes or no, a series of questions about the behavior of the employee being rated. VIII. Work standards It is a method, which involves setting a standard or an expected level of output and then comparing each employee’s level of performance to the standard. This approach is most frequently used for production employees. IX. Multi-rater assessment (or 360 degree feedback) This is one of most recently popular method of evaluation. With this method managers, peers, customers, supplies or collogues are asked to complete questionnaires about the employee being assessed. The person under evaluation also completes a questionnaire. The HR department provides the result to the employee, who intern gets to see how his/her opinion differs from those of the group participating in the assessment. X. Computerized and web based performance evaluation Nowadays several relatively inexpensive performance appraisal software programs are on the market. These programs generally enable managers to keep notes on subordinates during the year and then to electronically rate employees on a series of performance factors. The programs finally generate written text to support each part of the evaluation.
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  • Spring '17
  • KASMIS MISGANEW

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