Peer responses-public human
see attached document
responses peer
Respond to two students discussion post. Just type the paragraph under the discussion. It doesn’t have to be in essay form.
Also, make sure that your response(s) are substantial and at least 100 words. In your responses, you must include connections to course learning objectives.
Discussion Post #1
Amanda Barfield
There are several different performance evaluation systems that can be used to measure how well an employee is doing with job performance. The 360-degree performance appraisal method is one that I was not familiar with, it outsources questions to several different people, such as a manager, customer, subordinate, and they measure the employee’s effectiveness. This is done by software that is set up to send questions to these people at once, which then generates a combined report analysis on the employee.
The main methods used for determining performance are trait, behavioral, comparative, and results methods. The behavioral method looks at the action within a specific job, trait method looks at the traits in relationship to the job, comparative literately compares two employees together, and results focus on the employees accomplishments.
Performance evaluations are done in my hospital once a year, they are coming up, usually in December we are told to evaluate ourselves and then we are given an evaluation by our supervisor, and are told if we are getting a raise or not. These evaluations use to hold value until recently when we were told that no one is to rate themselves greater than a 3 on a scale 1-5. This leaves nothing to achieve if you are saying it is not obtainable.
Discussion #2
By:Paige
Based on the reading the different types of appraisal methods are the graphic rating scale, essay appraisal, checklist scale, critical incident appraisals, work standard approach, ranking methods, management by objectives (MBO), and behaviorally anchored rating scale (BARS). The graphic rating scale is a behavioral rating and it is the most popular. With this, they list the traits required for the job and rate the employee based on each attribute. The disadvantage is that subjectivity can occur because it is not specific enough for some jobs. In the essay appraisal, the source answers a series of questions based on an employee’s performance in essay form. This can be a behavioral or trait rating depending on how the supervisor writes the essay. The disadvantage is that the managers writing ability could contribute to effectiveness. “With a checklist scale, a series of questions are asked and the manager simply responds yes or no to the questions, which can fall into either the behavioral or the trait method, or both” (11.2 Appraisal Methods). The manager would put a checkmark next to the criteria the employee meets and leave blank the ones he doesn’t. The disadvantage of this is that it doesn’t allow for more detailed answers and analysis of performance criteria. With a critical incident appraisal, the manager keeps records of an employee’s effective and ineffective behavior during the time between evaluations. When the time comes for the employee to be reviewed the manager will pull this out. The disadvantage of this is the tendency to record only negative behavior. For the work, standards approach a minimum level is set and the employee’s performance is based on whether this is met. For example, if a salesperson does not meet a specifically assigned quota this would be considered not performing. The downside of this would be that there is no room for deviation because maybe the employee had a bad month but normally performs well. In a ranking method system, an employee is ranked based on their value to the manager or supervisor. First, the supervisor would choose the most valued employee and put their name at the top of a list. Then the least valued employee would go at the bottom and you would repeat this for all other employees. The problem with this is favoritism or biases. For the management by objectives to work the employee and the manager would sit down and create a list of objectives and then when it comes time to review the employee they sit down again to determine whether the objectives were met. “A BARS method first determines the main performance dimensions of the job, for example, interpersonal relationships. Then the tool utilizes narrative information, such as from a critical incidents file, and assigns quantified ranks to each expected behavior” (11.2 Appraisal Methods).
There are many differences between all of these systems, they all have advantages and disadvantages, some won’t work for certain businesses, etc. Communication plays a huge role in the employee appraisal process because each of these systems required the employees and the manager or supervisor to talk to each other about the work. Lastly, human resource professionals are important to employee appraisals because they will ultimately be the ones reviewing these to give raises, let people go, promote people, etc.