Managing Employees performance - Assignment Example

Comments (0) Cite this document
Some of the components of the forced distribution method are ‘behaviorally anchored rating scale’, ‘checklists’, ‘critical incidents’, ‘essay…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER91% of users find it useful
Managing Employees performance
Read TextPreview

Extract of sample "Managing Employees performance"

Chapter 8-Managing Employees’ performance Develop a graphic rating scale for any job of your choice. Sophisticated statistical tools are used to assess quantitative as well as qualitative aspects of an employee’s work. Some of the components of the forced distribution method are ‘behaviorally anchored rating scale’, ‘checklists’, ‘critical incidents’, ‘essay evaluation’, etc. The manager can choose the most relevant component for application. For instance the manager can construct a graphic rating scale to explore a particular area of employee performance. The scale is so constructed that a variety of traits are noted in a form, divided broadly across quantitative and qualitative aspects of work. Some of the most commonly used ‘traits’ include ‘dependability’ ‘attitude’, ‘attendance’, ‘initiative’, ‘cooperation’, ‘overall output’, etc. The employee could be given a rating on a scale of one to five for each of these traits. Here, 5 could represent ‘excellence’ and 1 could represent ‘poor’. 3 stands for acceptable but not outstanding standards. The total attained by the employee is a good indicator of his/her overall utility for the enterprise. The graphic rating scale can either be continuous or discontinuous.
2- Describe the advantages and disadvantages of using the forced distribution appraisal method for college professor.
The forced distribution appraisal method is a modern management concept. It is more formal and structured compared to traditional models. It differs from traditional models in that it takes into consideration numerous employee performance parameters. The objective is not merely to find ‘justifications’ for an employee’s remuneration structure, but also to constructively identify weak and strong areas. In this manner an employee is offered a feedback for all-round development of skills. For example, the forced distribution appraisal method will grade employees across performance scales. This will help the management to offer inputs on their career development, training needs and optimal reward structures.
There are several principles that make forced distribution methods successful. Firstly, the evaluator is given a predetermined distribution scale to fill up. ‘Job performance’ and ‘eligibility for promotion’ are given special attention. A five point performance rating scale is the norm, where employee traits are assessed only quantitatively. The worker can come out as ‘good’, ’bad’ or somewhere in between with respect to the traits. A graph can then be constructed with the rating designated to X-axis and’ number of employees’ to the Y-axis. What usually transpires is a Norman distribution curve with a majority of employees slotted in the middle section.
A characteristic feature of forced distribution method is its use of several sets of paired phrases, capturing positive or negative outcomes for any given scenario. The appraiser will have to choose one among the four options that best describe employee behavior for each event. The employee can gain or lose credit in this fashion. Hence there are a lot of merits associated with this method. The only disadvantage is that it doesn’t work very well will small data pools. The graph in that case appears skewered.
 Molleman, E. & Timmerman H. (2003). Performance management when innovation and learning become critical performance indicators. Personnel Review, 32(1).
Richard Charles Grote (2002). The Performance Appraisal Question and Answer Book: Survival Guide for Managers." 28-29 Read More
Cite this document
  • APA
  • MLA
(“Managing Employees performance Assignment Example | Topics and Well Written Essays - 500 words”, n.d.)
Managing Employees performance Assignment Example | Topics and Well Written Essays - 500 words. Retrieved from
(Managing Employees Performance Assignment Example | Topics and Well Written Essays - 500 Words)
Managing Employees Performance Assignment Example | Topics and Well Written Essays - 500 Words.
“Managing Employees Performance Assignment Example | Topics and Well Written Essays - 500 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Managing Employees performance

Employees Performance Appraisal his current position and his set of responsibilities. The manager should utilize the results of the performance appraisal to make the potential appraisal more effective. The manager should take into account the performance of the employee in his current position, the goals achieved by the employee, the strengths and weaknesses of the employee, whether the employee requires further training or whether he is eligible for a promotion. After gathering all the requisite information, the manager should formulate the potential appraisal individually for each employee. The...
4 Pages(1000 words)Coursework

Employees Performance Appraisal

...'' and ''Career Development''. (200 words)  Through Potential Appraisal, the company will be able to better match its human resource requirement with the career goals of its employees. As an employee’s potential is “unlocked” through Potential Appraisal, the employee is given the chance to develop itself to advance its career in the organization and fulfill its career objective. Potential Appraisal also give the company’s Management or Human Resource Department more latitude in planning the growth and succession of its employees whereby such employee will have more room for improvement and promotion or given the chance to do a job that he...
4 Pages(1000 words)Coursework

Managing Performance

...are expected to revise the objectives agreed on by the management department regularly (Managing Employee Performance, 2003, p90). Furthermore, the managers should review the performances at appropriate times and can also provide coaching in case an opportunity arises. Employees are needed to consider the interactions in order to prepare for performance evaluation. Moreover, the employer should review the stages of performance in the previous periods in order to decide on what to achieve during the evaluation process. Morrison’s supermarket performance...
6 Pages(1500 words)Essay

Managing Employees Relations

...? Managing Employees Relations Contents Contents 2 Introduction 4 Models of Employee Relationships 4 Identification of the Management Style Used by ACME 5 Recruitment 5 Performance Appraisal 6 Organizational Hierarchy 7 Grading 7 Job Design 8 Monitoring and Enhancement of Commitment Levels 8 Employee Relationships 9 Quality Parameters 10 Training and Flexibility 11 Routine and Communication Practice 11 Evaluating the Extent That the Above Style Is Made Possible Due To the Changing Context of British Employee Relations through the 1980s and 1990s 12 References 14 Introduction ACME Engineering is a company that not only...
9 Pages(2250 words)Essay

Selecting and Managing Employees

...? Selecting and Managing Employees This paper clearly discusses the of human resource in relation to the health care industry. First, it briefly describes the Mount St. Mary’s Hospital and Health Center in Lewiston New York north of Niagara Falls. This shows how to conduct a recruitment and selection process to fill a registered maternity nurse's vacancy. The research expounds on training and development challenges experienced by registered maternity nurses. It creates an outline for the appropriate remuneration and benefits package for a registered maternity nurse. Finally, this paper states the most appropriate means of managing the performance of the registered...
8 Pages(2000 words)Essay

Managing Performance

...explore the difficulties in efforts to manage employee performance and how the organization and its leader or manager can try different methods to get optimum performance. While trying these different methods or approaches, the organization would face potential problems, but if the methods are carried out perfectly it will bring in the maximum benefits for the individual and the organization. Imposition of manager’s or leader’s assumptions could be constructed negatively One of the important first tasks of a leader in an organization is the creation of a Culture. That is, the task of the leader is to create a working culture, embed the...
10 Pages(2500 words)Essay

Managing performance

... the areas of discipline and efficiency. Much has been undertaken and usually at great expense to effectively manage discipline and employee productivity. The fundamental principle in managing companies big or small is to manage a company’s performance you have to manage the performance of its employees, officials, supervisors and managers. This leads to the question what is managing performance? Most if not all views and general opinion regarding this idea all refer to the handling as to how a company’s ability to meet its goals. This is usually forwarded by looking into the nature as well as objectives of its employees to better motivate them as well to make the company’s part of their long term goals. To an extent “performance... goals...
12 Pages(3000 words)Essay

Managing Performance

...Managing Performance Introduction Employee performance management is a complex task in majority of the organizations. Even though an organization may have many other resources, the interference of manpower is necessary to mobilize all those resources in a proper way. In other words, manpower is the most important resource of an organization and the success and failure of the organization depends on how well the organization is able to manage employee resources. Even good managers sometimes fail to manage the individual performances in an organization....
9 Pages(2250 words)Essay

Managing Performance

...that he feels the employees are failing to improve (Bach, 25). c. Quality is one of the components that can be employed in this sports company so that the company can produce sportswear that are of high quality and unique than the other companies. Secondly, timely, this indicates that the goods produced should be readily available at a store for distribution 2a. Behavioral approach and the results approach performance management is important, behavioral approach is a measure of performance where the bad behavior is monitored, and the bad behavior is discouraged through various means while good performance is rewarded....
2 Pages(500 words)Case Study

Managing Performance

...Insert Managing Performance Performance Management involves creating a system that encourages the constant improvement of organizational procedures and of individuals’ capacities, behavior and input at work. Managing performance revolves around the functions and efficiency of line managers in creating objectives and revising or improving the efficiency of their employees. In most cases, a Performance Management and Development System is the unit mandated to carry out the formal oversight and updating of this information. As such, managing...
2 Pages(500 words)Assignment
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Managing Employees performance for FREE!

Contact Us