Criteria for Effective Performance Management: There are many ways to predict performance of a potential employee, and likewise, there are also effective tools and ideas that will help to properly measure the performance of a current employee. In chapter 8, there are five criteria discussed that help us determine the effectiveness of performance measures:
- Fit with strategy--A performance management system should be aimed to see how well the employee is aiming with the overall goals and strategy of the company.
- Validity--This deals with the extent to which a measurement tool actually measures what it is intended to measure (p. 218).
- Reliability--The results of the measurement must be consistent and even tested over time to see if the employee has changed.
- Acceptability--The measurement tool must be acceptable to the people who use it. Employees must not believe that it is unfair or too time consuming.
- Specific Feedback--A performance measure should specifically tell employees what is expected of them and how they can meet those expectations (p218).
You go into a room with your supervisor to do a performance appraisal. He or she pushes through the official papers and reviews your numbers without allowing you to talk and set appropriate goals. This happens all the time in business. How do you feel when you are treated as a number in these situations?
Key Points to Elicit in Discussion:
In order to effectively evaluate performance of employees, there must be a concrete, effective measurement tool that will allow employees to set goals and understand expectations. I believe this is a good opportunity for employers to show how much they care individually about their employees. This should be a relationship building exercise that aligns boss and worker in a shared vision.
Facilitative Questions:
How have your past employers effectively measured your performance? How did it make you feel?
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