Performance management system and methods,”a system that established performance standards to evaluate employee performance.Written essay: a way to evaluate employee performance against a set of established standards or absolute criteria.- Focus: descriptions of employee’s strengths and weaknesses.- Advantage: simple to use.- Disadvantage: more a measure of evaluator’s writing ability than of employee’s actual performance.Critical incidents: focuses the evaluator’s attention on critical or key behavior. The appraiser writes down anecdotes describing whether the employee did was especially effective or ineffective. – Focus: examples of critical behaviours that were especially effective or ineffective.- Advantage: rich examples; behaviourally based.- Disadvantage: time-consuming; lack quantification.Adjective rating scales: – Focus: lists descriptive performance factors (work quantity and quality, knowledge, cooperation, loyalty, attendance, honesty, initiative, and so forth) where evaluator goes down the list and rates each factor on scale. – Advantage: provide quantitative data; less time-consuming than others.- Disadvantage: do not provide depth of job behaviour assessed.BARS-method – Behaviourally Anchored Rating Scales: combine critical incident and adjective rating scale. The appraiser rated an employee according to items along a numerical scale but the items are examples of actual behavior on a given job rather than general description of traits. – Focus: rating scale + examples of actual job behaviours.- Advantage: focus on specific and measurable job behaviours.- Disadvantage: time consuming; difficult to develop measures.MBO – Management by Objectives: evaluation of accomplishments of specific goals.- Advantage: focuses on end goals; results oriented.- Disadvantage: time-consuming.360-degree appraisal: feedback from full circle of those who interact with employee.- Advantage: more thorough.- Disadvantage: time-consuming.Multiperson: compares one person’s performance to other – Advantage: compares employees with one another.- Disadvantage: unwieldly with large numbers of employees.Three approaches to multi person comparison:Group order ranking (in top 3

Performance management system and methods,”a system that established performance standards to evaluate employee performance.Written essay: a way to evaluate employee performance against a set of established standards or absolute criteria.- Focus: descriptions of employee’s strengths and weaknesses.- Advantage: simple to use.- Disadvantage: more a measure of evaluator’s writing ability than of employee’s actual performance.Critical incidents: focuses the evaluator’s attention on critical or key behavior. The appraiser writes down anecdotes describing whether the employee did was especially effective or ineffective. – Focus: examples of critical behaviours that were especially effective or ineffective.- Advantage: rich examples; behaviourally based.- Disadvantage: time-consuming; lack quantification.Adjective rating scales: – Focus: lists descriptive performance factors (work quantity and quality, knowledge, cooperation, loyalty, attendance, honesty, initiative, and so forth) where evaluator goes down the list and rates each factor on scale. – Advantage: provide quantitative data; less time-consuming than others.- Disadvantage: do not provide depth of job behaviour assessed.BARS-method – Behaviourally Anchored Rating Scales: combine critical incident and adjective rating scale. The appraiser rated an employee according to items along a numerical scale but the items are examples of actual behavior on a given job rather than general description of traits. – Focus: rating scale + examples of actual job behaviours.- Advantage: focus on specific and measurable job behaviours.- Disadvantage: time consuming; difficult to develop measures.MBO – Management by Objectives: evaluation of accomplishments of specific goals.- Advantage: focuses on end goals; results oriented.- Disadvantage: time-consuming.360-degree appraisal: feedback from full circle of those who interact with employee.- Advantage: more thorough.- Disadvantage: time-consuming.Multiperson: compares one person’s performance to other – Advantage: compares employees with one another.- Disadvantage: unwieldly with large numbers of employees.Three approaches to multi person comparison:Group order ranking (in top 3

10 etc.)Individual ranking approach (from highest to lowest performance)Paired comparison approach (each employee is compared with every other employee and rated as either the superior or weaker member of the pair).”