Can someone explain to me what are some performance evaluation methods used and can they be discriminatory?© BrainMass Inc. brainmass.com October 17, 2018, 12:42 am ad1c9bdddf
There are various performance evaluation methods that can be used and often, if not implemented properly, can be seen as discriminatory.
According to http://www.performance-appraisal.com/home.htm, there are three evaluation methods that are commonly used and they are: rating scales, essays and results orientation models.
Rating Scales: This method assumes recognizes the specific and various traits and background needed to fulfill requirements for certain positions within an organization and that what might pertain to one position is not necessarily the same for another. The rating scale clearly and simply outlines that responsibilities associated with each position. The rating scale is simple and is just what is sounds like - a scale of lets say 1-10 and employees are rated on ...
A look at various evaluation methods that can be and are used in the workplace. A discuss of how some of these methods produce more realistic and reliable results than other, often resulting in better employee performance. Also discussed are how some of these evaluation methods can be discriminatory.
Research Methods and Design
These questions are taken from the textbook "Handbook of Training Evaluation and Measurement Methods" by Jack J. Phllips. I would like some insight to the following questions.
WHEN IS IT IMPORTANT TO USE CONTROL GROUPS IN THE EVALUATION PROCESS? IS THIS A COMMON PRACTICE? EXPLAIN.
WHAT FACTORS AFFECT THE TIMING OF MEASUREMENTS IN AN EVALUATION PROCESS?
ARE THE THREATS TO VALIDITY USUALLY CONSIDERED IN MOST EVALUATION SCHEMES? EXPLAIN.
SUPPOSE YOU ARE DEVELOPING A TRAINING PROGRAM FOR SALES REPRESENTATIVES IN AN EFFORT TO BOOST SALES IN A MEDIUM-SIZED ORGANIZATION. WHICH EVALUATION DESIGN MAY BE APPROPRIATE? EXPLAIN.
IN A SINGLE-GROUP TIME SERIES DESIGN, HOW MANY MEASUREMENTS ARE NECESSARY? EXPLAIN?
ONE HRD EXECUTIVE STATED, "...ALTHOUGH WE TRY TO SHOW THE RESULTS OF OUR PROGRAMS, WE ARE NOT CONCERNED THAT MUCH WITH EVALUATION DESIGNS." WHAT IS THE BASIS FOR THIS COMMENT?
WHEN CLASSIC EVALUATION DESIGNS ARE NOT FEASIBLE, HOW CAN THE INFLUENCE OF THE PROGRAM BE ISOLATED? EXPLAIN
WHY IS IT IMPORTANT TO OBTAIN PARTICIPANT FEEDBACK IN TRAINING PROGRAMS?
ONE HRD MANAGER COMMENTED ".....SMILE SHEETS (PARTICIPANT FEEDBACK FORMS) ARE NOT WORTH THE TIME IT TAKES TO COMPLETE THEM. THESE HAPPINESS RATINGS DO NOTHING BUT FEED THE EGO OF THE INSTRUCTOR." IS THIS TRUE? EXPLAIN.
DESIGN A PARTICIPANT FEEDBACK FORM FOR A ONE-DAY WORKSHOP ON IMPROVING INTERVIEWING SKILLS.
WHAT ARE THE ADVANTAGES AND DISADVANTAGES OF ATTITUDE SURVEYS IN EVALUATION?
WHY ARE PERFORMANCE TESTS IMPORTANT TO HRD EVALUATION?
DESIGN AND DESCRIBE A PERFORMANCE TEST TO MEASURE THE EFFECTIVENESS OF A TRAINING PROGRAM DESIGNED TO IMPROVE INTERVIEWING SKILLS.View Full Posting Details