Prepare a presentation of the research paper submitted in week 6.

Running head: PERFORMANCE MEASUREMENT 1

PERFORMANCE EVALUATION 8

KEY TOOLS AND TECHNIQUES FOR PERFORMANCE MEASUREMENT

Nana Ofori

American Military University

ABSTRACT

In the current organizational world, the management needs to keep evaluating its employees' performance. Performance evaluation of the employees from time to time is necessary since it provides a clear picture of the organizational leadership about their potential to achieve the set goals and objectives at the end of a given period. Employee performance evaluation is an aspect that is done through various methods. This research paper is dedicated to finding the most common and effective strategies used to measure the organization's performance. The paper discusses five tools and techniques that the organizational leaders can use to evaluate their employees' performance. The tools and techniques include; graphic rating scales, 360-degree feedback, self-evaluation, management by objectives, and checklists.

Keywords: Employees, performance, organization, managers, evaluation.

Beginning of every trading period, organizations do set goals and objectives that they aim to achieve within the specified trading period. Failure to achieve the goals and objectives translates to mean that everything within the organizations did not go as it was planned. Strategies are usually laid down as the foundation of ensuring the organizational goals and objectives are achieved. One critical player in the achievement of the organizational goals and objectives of any organization are the employees (Williamson, 2019). To keep track of the achievement of the set goals and objectives, the organization's management must keep evaluating the performance of its employees from time to tome within the trading period. The time to time performance evaluation of employees helps determine if the organization is headed towards achieving its set goals and objectives or if adjustments are needed to ensure the objectives are completed at the end of the trading period. The purpose of conducting a performance evaluation of employees is to ensure that they meet their target within a particular time. Employee performance is usually performed through various methods that are friendly. The main performance evaluation techniques among the employees are graphic rating scales, offering 360-degree feedback, self-evaluation among the employees, management by objectives, and the checklists.

Graphic rating scales make use of sequential numbers to rate the performance of employees. This method has a well-designed course of action that is used to place the performance of the employees. The graphic rating scales are designed to use numbers; for instance, 1 to five, to rate the employee's performance in a given area. On the graphical scale, the one may mean abysmal performance, while five may mean extremely excellent performance. Depending on the nature of the objectives being measured, the numbers may change with the evaluation process's goals. The graphic rating scales are mostly used to evaluate the employees' behavioral elements so that the necessary action can be taken. The behavioral aspects measured using the graphic rating scales include the level of understanding of a given task, customer satisfaction rate from services offered by an employee, decision-making abilities of an employee, and many other behavioral elements. The graphic rating scale system is mot used by organizations that provide online services since it makes it easy for the customers to complete the employee performance evaluation. The method favors supervisors who manage big corporations since they can know their employees' performance without undertaking individual performance evaluations of each employee (Aureli & Del Baldo, 2019).

The 360 degree feedback performance evaluation method is a method that relies on the co-workers' evaluation. The procedure considers the feedback, assessment, and evaluation of an employee's work performance from a group of people within the company, such as fellow employees, supervisors, and managers. The three-sixty-degree feedback method assigns the task of evaluating a given employee to other employees of the same or different organization positions. The employees tasked with the evaluation method give their honest feedback about the employee, hence providing a basis for rating the evaluated employee work performance in delivering the opinion and various employee surface elements, such as the strengths and weaknesses. Therefore, the evaluation allows the employee to improve on his or her weak areas to improve his or her work performance. The 360 degree evaluation method also identifies areas that other evaluation methods are needed to come up with substantial results to enhance an organization's performance (Dev et al., 2019).

Self-evaluation is a method that allows employees to evaluate their performance to understand if they are meeting their targets. The self-evaluation method of performance measurement is categorized as one of the most effective since employees may be more critical of themselves, enabling them to improve their performance. Once they not that they are weak in a given area, it acts as a motivation to allow them to put on more effort to improve their performance and meet the expectations of the employer. The self-evaluation method involves filling multi-choice evaluation forms by the employees to determine their performance level after a given time. While filling the multi-choice self-evaluation forms, the employees are expected to be as honest as possible so that the feedback can have a high level of accuracy. After filling the self-evaluation performance measurement forms, employees are advised to compare the outcome with their appraisal forms to determine the similarities and differences to improve on the relevant areas. Comparing the two forms allows the employees to improve their weaknesses to achieve their personal goals and organizational goals (Dumitriu et al., 2020).

Management by goals, which is also referred to as management by results, is a method of evaluation that relies on goal achievement to rate an employee's performance. According to the management by goals method of performance evaluation, a good performing employee is the one who achieves the targeted goals. In contrast, a poorly performing employee is the one who does not reach the targeted goals. The majority of organizations make use of this method to evaluate their employees since it can foretell the ability of the organization to achieve its goals and objectives in the early stages of the trading period. When using this method, the managers and employees' collective formulate their plans, and each one of them is made aware of the expectation placed upon him or her. The method is advantageous to the organization since it gives room for the employees to communicate to their manager new developments that may hinder goals achievements for the necessary actions to be taken by the organizational leadership (Mayhew, 2019).

Lastly, the checklist method of performance evaluation is a direct method used to review employees' performance. The procedure is straightforward because it involves yes or no responses in determining if particular objectives were achieved. The method also identifies the areas that need other evaluation methods to come in so that they can be used to evaluate the performance of employees in those specific areas. Another method that is effective in performance measurement is performance appraisals. Performance appraisals is a method that is used o motivate employees towards certain goals and objectives. The employers reward the employees who achieve certain targets within their areas of specialization. The targets to be rewarded are usually set higher than the objectives which means that when they are achieved, the organization will have achieved its set goals and objectives (Sharma et al., 2020).

In conclusion, employees' performance evaluation is a requirement for any given organization that is dedicated to achieving its goals and objectives. Among all the resources in an organization, human resources are the most important since it coordinates the other resources' functionality. Evaluation of performance within the organization is done through various techniques. Graphic rating scales are used to rate the behavioral performance of the employees. Using the graphic rating scales, customers are mostly asked to rate their satisfaction from the services offered using sequential numbers such as one representing bad ad five representing excellent performance. The 360- degree feedback relies on evaluating an employee by his or her colleagues within the work environment. In this method, colleagues of a given employee are asked to provide their honest opinion about their colleagues; the views are them used to rate the employee's performance. Self-evaluation is done by individual employees to determine their own opinions about their performance. This method involves filling of self-evaluation forms where employees are expected to provide honest opinions. The other process of performance evaluation is management by objectives. The methods demand that employees must meet their goals for them to be regarded as good performing. The last way discussed for employee performance evaluation is the checklist method. The checklist method makes use if yes or no responses to check the performance of employees in given areas.

References

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Dev, N. K., Shankar, R., Gupta, R., & Dong, J. (2019). Multi-criteria evaluation of real-time key performance indicators of supply chain with consideration of big data architecture. Computers & Industrial Engineering, 128, 1076-1087.  https://doi.org/10.1016/j.cie.2018.04.012

Dumitriu, D., Popescu, M. A., & Alexe, C. (2020). Enhancing brand awareness level of universities through the management of digital marketing strategies. INTED2020 Proceedings.  https://doi.org/10.21125/inted.2020.2423

Mayhew, R. (2019, February 1). The three types of methods used to measure performance. Small Business - Chron.com.  https://smallbusiness.chron.com/three-types-methods-used-measure-performance-23612.html

Sharma, S., Sharma, V., & Grover, S. (2020). Applicability of quality tools and techniques in manufacturing and service organisations: A comprehensive survey. International Journal of Six Sigma and Competitive Advantage, 12(1), 37.  https://doi.org/10.1504/ijssca.2020.10029706

Williamson, B. (2019). Policy networks, performance metrics and platform markets: Charting the expanding data infrastructure of higher education. British Journal of Educational Technology, 50(6), 2794-2809.  https://doi.org/10.1111/bjet.12849