Chapter 5 Flashcards
What is the overview of Measuring Results?
- Accountabilities
- Objectives
- Performance Standards
Define Accountabilities.
Broad areas of a job for which an employee is responsible for producing results
Name the term:
Statements of important and measurable outcomes
Objectives
Name the term:
Yardstick used to evaluate how well employees have achieved objectives
Performance Standards
How do you determine Accountabilities?
- Collect information about the job (Job Description)
- Determine importance of task or cluster of tasks
- Percentage of employee’s time spent performing tasks
- Impact on the unit’s mission if performed inadequately
- Consequences of error
Explain “Determining Objectives” (purpose, etc)
Purpose: to identify outcomes
- Limited number
- Highly important
- When achieved
- Dramatic impact on overall organization success
What are the Ten Characteristics of Good Objectives?
- Specific and Clear
- Challenging
- Agreed Upon
- Significant
- Prioritized
- Bound by Time
- Achievable
- Fully Communicated
- Flexible
- Limited in Number
Explain Determining Performance Standards?
Standards refer to aspects of performance objectives, such as:
- Quality
- How well the objective is achieved
- Quantity
- How much, how many, how often, and at what cost?
Time
- Due dates, schedule, cycle times, and how quickly?
What should Standards include?
- A verb
- The desired result
- A due date
- Some type of indicator
- Quality or Quantity
What are 6 characteristics of Good Performance Standards?
- Related to the Position
- Concrete, Specific, and Measurable
- Practical to Measure
- Meaningful
- Realistic and Achievable
- Reviewed Regularly
What is an overview of Measuring Behaviors?
- Identify competencies
- Identify indicators
- Choose measurement system
Describe Identify Competencies.
- Measurable clusters of KSAs
- Knowledge
- Skills
- Abilities
- That are critical in determining how results will be achieved
What are Types of Competencies?
- Differentiating
- Distinguish between superior and average performance
- Threshold
- Needed to perform to minimum standard
Describe Identify Indicators.
- Observable behaviors
- Used to measure the extent to which competencies are present or not
What are the Necessary Components for
Describing Competencies?
- Definition
- Description of specific behaviors
- When competency is demonstrated
- When competency is not demonstrated
- Suggestions for developing the competency
What are the two Measurement System?
Comparative system
- Compares employees with one another
Absolute system
- Compares employees with prespecified performance standards
What are the advantages of Comparative Systems?
- Easy to explain
- Straightforward
- Identifies top as well as under performers
- Better control for biases and errors found in absolute systems
- Leniency
- Severity
- Central tendency
What are the disadvantages of Comparative Systems?
Rankings may not be specific enough for:
- Useful feedback
- Protection from legal challenge
- No information on relative distance between employees
- Specific issues with forced distribution method
What are the types of Comparative Systems?
- Simple rank order
- Alternation rank order
- Paired comparisons
- Relative percentile
- Forced distribution
What are the advantages and disadvantages of Simple Rank Order?
Advantages:
- Simple and easy to do
- Results are clear
Disadvantages:
- Judges performance based on one dimension only
- May be difficult to rank similar performance levels
What are the advantages and disadvantages of Alternation Rank Order?
Advantages:
- Simple and easy to do
- Results are clear
- Uses two anchors (best and worst)
Disadvantages:
- Judges performance based on one dimension only
- May be difficult to rank similar performance levels
- Does not specify threshold for acceptable performance
What are the advantages and disadvantages of Paired Comparisons?
Advantages: - Thorough - Final rankings are more accurate Disadvantages: - Very time consuming - May encounter problem of comparing “apples and oranges”
What are the advantages and disadvantages of Relative Percentile?
Advantages:
- Simple and easy to use
- Evaluates specific competencies or overall performance
Disadvantages:
- May be difficult to consider all ratees at the same time
- Time consuming if using several scales for different competencies
What are the advantages and disadvantages of Forced Distribution?
Advantages:
- Categorizes employees into specific performance groups
- Facilitates reward assessment
- Competition may be good for organizational performance
Disadvantages:
- Assumes performance scores are normally distributed
- May discourage contextual performance and teamwork
