The textbook case scenario submitted was: Your company has just announced that a new formal performance evaluation system will be used (effective immediately). One of your supervisor's anniversary date is coming up and the human resources (HR) manager has asked you not only to rate this supervisor but to develop a grading form to use for her and other supervisors.
Assess the leadership, interpersonal skills, and earned values on other areas of concentration you deem necessary to rate the overall performance of any supervisor you have worked with, observed, know of, worked for, been supervised by, or supervised. Include your objective reasoning for each assigned grade with an explanation of one or more sentences.
The solution includes development of an actual rating system and provides an example of evaluating a supervisor; including about 700 words.© BrainMass Inc. brainmass.com October 25, 2018, 7:45 am ad1c9bdddf
The first item to be developed is the rating system. When evaluating performance, it is best to keep the rating system simple and easy to understand by a broad audience. My recommendation would be for a three-point scale: 3 = Exceeds Expectations, 2 = Meets Expectations and 1 = Below Expectations. This type of a system is easy to utilize as the supervisor either exceeds, meets or does not fulfill the expectations of their job. To have a scale with more values becomes confusing. For example, in common five-point scales, categories will be Excellent, Good, Average, Below Average and Poor. For those tasked with evaluating performance, what is the difference between Excellent and Good? What is the difference between Below Average and Poor? With more rating categories, there is often a much higher tendency for personal interpretation to come into play. But with clearly defined expectations, the personal aspect of rating performance can often be eliminated. Evaluators can review the expectations ahead of time, and know whether performance falls into exceeds, meets or below. ...
Formal performance evaluation systems should be easy to navigate and explain for the evaluator when meeting with the employee. This solution is about 700 words and "walks through" an actual recommendation of how to develop and complete a sample evaluation; from the perspective of subordinate rating their supervisor.
Appraising/Managing Performance: Formal evaluations effective
Performance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives.
Do you feel your company's formal performance evaluation process is effective? What steps could be taken to make it more effective?View Full Posting Details