The Ministry of Administrative Assistants (CRMG)

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This process is conducted by managers and subordinates who, through degrees, measure certain factors about the employees.

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These are behavior and competence, skills such as listening, planning and goal-setting, teamwork, character, and leadership effectiveness. Checklist and Weighted Checklist Method The checklist method comprises a list of set objectives and statements about the employee's behavior. For example, leadership skills, on-time delivery, innovation, etc.

If the appraiser believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions about it in the improvement column. Weighted checklist is a variation of the checklist method where a value is allotted to each question. The value of each question can differ based on its importance. The total score from the checklist is taken into consideration for evaluating the employee's performance.

It poses a strong threat of bias on the appraiser's end. Though this method is highly time-consuming and complex, it is widely used for performance evaluation. He may assign biased weights to the questions. Graphic Rating Scale Method Graphic rating scale is one of the most frequently used performance evaluation methods. A simple printed form enlists the traits of the employees required for completing the task efficiently. They are then rated based on the degree to which an employee represents a particular trait that affects the quantity and quality of work. A rating scale is adopted and implemented for judging each trait of the employee.

The merit of using this method is that it is easy to calculate the rating. However, a major drawback of this method is that each characteristic is given equal weight and the evaluation may be subjective. Comparative Evaluation Method Two ways are used to make a comparative evaluation, namely, the simple ranking method and the paired comparison method. In the simple or straight ranking method the employee is rated by the evaluator on a scale of best to worst.

However, the evaluator may be biased and may not judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation may be more opinion-based than fact-based. Under the paired comparison method, the overall performance of one individual is directly compared with that of the other on the basis of a common criterion. This comparison is all evasive and not job-specific. While some employees emerge as clear front runners, there are others who seem to be lagging behind.

This is not a popular evaluation system as employers do Job Performance Evaluation Form Page 16 not want to encourage discrimination. This is useful in companies which have a limited number of promotions or funds. You may want to convert these values into a percentage of the total score. Forced Choice Method In this method, the appraiser is asked to choose from two pairing statements which may appear equally positive and negative.

However, the statements dictate the performance of the employee. An excellent example of this can be "works harder" and "works smarter". The appraiser selects a statement without having knowledge of the favorable or the unfavorable one. This method works in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the employees. Also, it is very costly to implement and does not serve the purpose of developing the employees. It can also frustrate the appraiser as he does not know which is the right option.

Forced Distribution Method In this method, the appraiser rates employees according to a specific distribution. For example, out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1 will be in the low category. This method has several benefits as it tries to eliminate the leniency and central tendency of the appraiser.

However, its biggest drawback is the fact that it encourages discrimination among the employees. Another major problem with this method is that it dictates that there will be forced distribution of grades even when all the employees are doing a good job. Disadvantages Essay Evaluation Method In the essay method of evaluation the appraiser writes an elaborate statement about the employee who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests ways to improve his performance and appreciates the good qualities.

This essay can be prepared by the appraiser alone or together with the employee. As the criteria for evaluation is not defined, it helps the appraiser to focus on the areas that actually need improvement. This open-ended method accords flexibility and eliminates rigidity which is observed in criteria-driven evaluations. However, it is a highly time-consuming and subjective method, and may not necessarily work for the benefit of the organization. The employees who are sycophants will be evaluated more favorably then other employees. Others may be superficial in explanation and use flowery language which may not reflect the actual performance of the employee.

It is very difficult to find effective writers nowadays. A busy appraiser may write the essay hurriedly without properly assessing the actual performance of the worker. On the other hand, appraiser takes a long time, this becomes uneconomical from the view point of the firm, because the time of the evaluator supervisor is costly. Performance Test and Observation Method This method deals with testing the knowledge or skills of the employees. It can be implemented in the form of a written test or can be based on the actual presentation of skills.

The test must be conceived by the human resources department and conducted by a reliable evaluator who has in- depth knowledge about the field of the test. There can be bias if the performance is evaluated on the presentation of skills. However, a written test can be a reliable yardstick to measure the knowledge. Tests will also enable the management to check the potential of employees.

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However, if the human resources department decides to outsource the compilation of the test, it may incur additional cost for the organization. You just clipped your first slide! Clipping is a handy way to collect important slides you want to go back to later. Now customize the name of a clipboard to store your clips. Visibility Others can see my Clipboard. Cancel Save. Web-based text messaging solution for churches and non-profits to make connecting with members, visitors, volunteers and staff simple.

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The Ministry of Administrative Assistants (CRMG) The Ministry of Administrative Assistants (CRMG)
The Ministry of Administrative Assistants (CRMG) The Ministry of Administrative Assistants (CRMG)
The Ministry of Administrative Assistants (CRMG) The Ministry of Administrative Assistants (CRMG)
The Ministry of Administrative Assistants (CRMG) The Ministry of Administrative Assistants (CRMG)
The Ministry of Administrative Assistants (CRMG) The Ministry of Administrative Assistants (CRMG)
The Ministry of Administrative Assistants (CRMG) The Ministry of Administrative Assistants (CRMG)

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