1.

Detail each step you will take as you develop a new performance
evaluation system.

The steps I would take to develop a new performance evaluation system is to

first draft up a checklist scale to evaluate the employees. A checklist scale will
take out any bias that a manager could possibly give to an employee. Having a
bias as a manager is very wrong and an employee should be having a
performance evaluation on their work and not on their relationship with their
employer. An employer should also set expectations they have and let the
employee know what they will be evaluated on. One on one meetings should be
held every month to evaluate the employee and let them know how they are
doing so they will be able to improve on themselves. An employer should hold a
one on one meeting evaluating the employee and their performance from
throughout the year and give them solid feedback that they can learn and grow
from.

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2. Identify specifics such as source, type of rating system, and criteria plans

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for each job category. Discuss budget for each performance evaluation. Address

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how you will obtain management buy-in for the new process.
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customer service - for customer service I would use a graphic rating system, this way
employees would specifically know what they are accomplishing and where they need to
improve. The budget would be $0, because it will be inexpensive.
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delivery manager – I would use a discrete scale, so employees know exactly where they need
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to improve and where they are doing well. The budget would be $0, because it will be
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inexpensive.
warehouse manager – I would also use a discrete scale for a warehouse manager as well
because it will let the employee know where they need to improve and where they are doing
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well. The budget will be $0 again, because this is an inexpensive way to evaluate.
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marketing and technology manager – I would use a continuous scale and a discrete scale to
measure the performance of a marketing and technology manager. The budget will be $0,
because only time is required to make this evaluation correctly.
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delivery drivers – I would use a discrete scale measure, because then employees will know
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exactly where they need to improve.

warehouse workers – I would use a mixed standard scale mainly because these employees will
be working closely with other employees and they will be evaluated based on their over all
performance and they will know where they are working well and where they need to
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improve. The budget is $0 because this will be an inexpensive way to evaluate someone.
tech support – I would use a mixed standard scale because these employees will be working
with others very closely, so having some qualities over others will be important here. The
budget will be $0 because it is an inexpensive way to evaluate.
marketing and website design – I would use a discrete scale because then the employees

This study source was downloaded by 100000826511274 from CourseHero.com on 05-21-2021 08:49:58 GMT -05:00

https://www.coursehero.com/file/59243356/HRM-HW-CH-11docx/
 would know where they need to improve and where they are doing well and have specific
identification for each. The budget would be $0 because it is an inexpensive way to evaluate.

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This study source was downloaded by 100000826511274 from CourseHero.com on 05-21-2021 08:49:58 GMT -05:00

https://www.coursehero.com/file/59243356/HRM-HW-CH-11docx/
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