Select three methods for conducting an evaluation of an employee’s performance


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Select three methods for conducting an evaluation of an employee’s performance


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Discussion One: Select three methods for conducting an evaluation of an employee’s performance.

Tell us what level of employee (management, administrative, clerical, laborer, etc.) would you use this method to evaluate.

Finally, provide the advantages and disadvantages for each method.

CLASSMATE RESPONSE:

The three evaluation methods I chose for this discussion are the Checklist, the Graphic Rating Scale, and the Management By Objectives method (M. Libraries, n.d.).

Checklist: I would use this method to evaluate entry-level employees or manufacturer line workers. Using a list of questions that highlight the worker’s behavior, traits or combination of the two; the rater need only observe performance and record a yes or no finding. The advantage of this method is that it takes a great deal of the subjectivity out of the appraisal. However, the disadvantage of this method is that it does not allow for a detailed analysis of the worker’s performance unless paired with some other means of appraisal such as Critical Incident Appraisal.

Graphic Rating Scale: I would use this method to evaluate entry-level to mid-level employees and personnel whose work roles required a bit more detail, such as administrative or clerical work. Unlike the standard checklist approach, this method identifies the traits unique to the job that can be used to evaluate the worker’s performance and scored via a discreet point system, or on a continuous scale system that reflects meeting, exceeding, or not meeting work expectations. However, subjectivity and lack of specificity for some jobs are two disadvantages of this method.

Management By Objectives: This is a method I would use for the evaluation of mid-level management, because it is results oriented and foster increased communication between the rater and the employee. Additionally, the employee has input in setting performance goals which can be used in skills development. However, a potential disadvantage can result from the inability of the manager and employee to come up with strong performance objectives.