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Performance Evaluation of Employees

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Think about the many activities involved in effectively supervising employees. In many cases, new supervisors learn these techniques from on-going training or in some cases, by trial and error. The major issue for any new supervisor is whether any individual can know all of the events that may occur in this role.

Please assist with writing a plan to evaluate the work of employees as follows:

- Select a minimum of three management tools or techniques to evaluate an employee's performance.
- Create a table that includes characteristics or components of each tool or technique (table rows) and a scale from 1(poor) to
3(excellent) (table columns).
- Evaluate the tools or techniques that may be successful for planning and monitoring employee activities by marking each
appropriate table cell where a characteristic and a scale value intersect.
- Analyze how the planning process could be different based on the span of control the supervisor has, the industry in which the
supervisor and employees operate, the skillset required of the employees, and the diverse needs of individual employees.

References: At least five (5) resources. In addition to these specified resources.

Length: 5-7 pages

Use current APA standards.

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The response provides you a structured explanation of performance management tool for supervising and monitoring employees . It also gives you the relevant references.

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Please also see the attachment.
In compliance with BrainMass rules this is not a hand in ready paper but is only guidance.

Three management tools have been selected for evaluating the employees. The management tools are Key Performance Indicators, Balanced Scorecard, and Lean Management.
Selection of the three tools:
The key performance indicators are used for evaluating employee performance. The key performance indicators evaluate the success of an employee or of a particular activity in which it engages. The success is related to periodic achievement of operational goals such as reduction in the variation of a process, reduction in defects, or increase in customer satisfaction. The periodic measurements made by using the key performance indicators evaluate the performance of employees(1). The key performance indicators are valuable from the managerial perspective because they provide a wide category of indicators that can be used to evaluate employee, unit, or organizational performance in a variety of situations. The category of indicators include quantitative indicators, qualitative indicators, leading indicators, lagging indicators, input indicators, process indicators, output indicators, practical indicators, directional indicators, actionable indicators, and financial indicators. If the key performance indicators (key success indicators) are achieved by employees, the objectives to be targeted that add most value to the business are achieved. When used for evaluating employees, key performance indicators help identify problems, help save costs, persuade potential clients, and identify the strengths of the company.

The balanced scorecard is a strategy performance management tool that can be used for evaluating employees. Balanced scorecard is semi-structured and is supported by design methods, and automation tools, that can be used by managers to keep track of execution by employees under their supervision and to monitor the consequences arising from these actions (2). Balanced scorecard is available in the form of individual scorecards that have measures to manage performance. If balanced scorecard is used for performance evaluation, four aspects of performance are evaluated and this gives a balanced view of performance. This approach gives a holistic view towards evaluating performance. Using balanced scorecard for evaluating employee performance helps use short, medium, and long term objectives at a glance. From a broader perspective the ...

Solution provided by:
Hatim Baxamusa, MBA
Education
  • BSc , University of Calcutta
  • MBA, Eastern Institute for Integrated Learning in Management
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