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Job Analysis-Based Performance Appraisals: Dale J. Dwyer, PH.D
Job Analysis-Based Performance Appraisals: Dale J. Dwyer, PH.D
Job Analysis-Based Performance Appraisals: Dale J. Dwyer, PH.D
Performance Assessment
Examples of Competencies
1. Leading and deciding. Takes control and exercises leadership.
Initiates action, gives direction and takes responsibility.
Performance Standards
Is it relevant?
Is it flexible?
Components to Determine
What to appraise
> Behaviors (what an employee does)
Type of appraisal
> Evaluative (negative, positive) > Summative (overall judgment)
Scoring of appraisal
> Weighting of dimensions or equivalency of dimensions > Separate overall score or weighted total score
Behavioral Measures
Critical Incidents Method > Manager prepares a record of the employee's highly favorable and unfavorable actions since the last rating time. > DOWNSIDE: Critical incidents may be perceived differently by managers and employees. Behaviorally Anchored Rating Scale > Identify the types of behavior actually found on the job. > These behaviors are checked by the rater to arrive at an evaluation of the employee. > DOWNSIDE: Although time-consuming and costly to develop, they do give the rater benchmarks in the form of specific behaviors.
2. 3.
4.
Results-Based Measures
Work Planning, Goal Setting, and Review:
> > >
General approach that is tailored to specific employee and job. Can be done by manager with or without employees input. DOWNSIDE: May not get goal commitment by employee.
Goals set from the top of the organization. Goals achieved from the bottom of the organization become input to next level up. Established jointly with manager and employee. DOWNSIDE: Lots of paperwork and interdependence with other units and employees.
Thank You!
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