I would want to be evaluated through a form that would reveal whether or not I was conducting my assigned duties. Because of its specific nature, figure 11-3 would not only allow the evaluating manager to make an informed representation of my work, but also remind me of specific duties. Thus, as an employer and an employee, figure 11-3 is the superior form. It allows for the accurate and succinct evaluation of workers and the best chance of convincing those workers to continue to strive or make up for what they have lost.
Question Two
When looking at the performance appraisals in figures 11-1 and 11-3, employers can find many factors on which to evaluate them. The first, job-relatedness, has already been discussed above, noting that the second form was superior in this area. While it may not have been nearly as job-related, the first form was probably less expensive. Indeed, it could almost be a general form, copied off the Internet instead of developed by the organization itself. Figure 11-3, then, is far more superior in this regard; it relates specifically to the job in question, although its specificity as probably paid for in money and time to complete. Both forms seem to be relatively...
Performance Appraisals Describe two different performance appraisal methods. There are many types of performance appraisal method. Some of them are job results/outcome; essay method; ranking; forced distribution; graphic rating scale; behavioral checklist; behavioral anchored rating scales (BARS); and management by objectives. Two other performance appraisal methods are the following: The manager can document performance objectives and process in a journal. This can be one way for evaluation and appraisal of performance Supporters of this approach
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The other major advantage of the use of a pilot group for conducting evaluations and 360 degree feedback survey is it enables pilot participants to act as champions who promote the process in the rest of the organization. Using Rater Groups: When conducting evaluations and 360 degree feedback assessments, using small but relevant rater groups is one of the best methods. The consideration of the number of people to participate in
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