Mechanical and Judgmental Methods for Overall Performance Rating

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rycngeba

Business Finance

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There are a variety of factors that can affect the overall performance rating of an individual. Aguinis (2013) defined two methods—(1) judgmental and (2) mechanical—for reaching an overall score and states that the mechanical approach is preferable in most cases, particularly if performance objectives are not weighted. In your textbook review “Case Study 6-2: Judgmental and Mechanical Methods of Assigning Overall Performance Score at The Daily Planet”. Discuss the implications of the judgmental and mechanical methods of assigning performance scores and explain why mechanical method is considered superior to judgmental method?

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citing any sources referenced and cite inside the text.

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162 Part II • System Implementation CASE STUDY 6-2 Judgmental and Mechanical Methods of Assigning Overall Performance Score at The Daily Planet The form here shows performance ratings obtained by David Now compute Kuhn's overall performance score using Kuhn, a hypothetical reporter at a major newspaper in the United the weights in the table. Is there a difference between the States. First, use the judgmental method to come up with his over- score computed using a subjective rather than the mechanical all performance score. What is Kuhn's overall performance score? method? If yes, what are the implications of these differences The form on page 148 actually omitted weight informa- for the employee being rated, for the supervisor, and for the tion for the various competencies. The weights are the following: organization? Weight .15 Competency Productivity Quality of work Dependability and adherence to company values and policies Contribution to effectiveness of others/unit .50 .25 .10 Name: David Kuhn Job Title: Reporter Supervisor: John DuBoss Dept.: International Performance Period: from Jan 07 to Dec 07 Job Description: Researches and writes news, features, analyses, human interest stories. Develops and culti- vates news sources and contacts. Completes assignments by deadlines, ensuring accuracy by verifying sources. Attends newsworthy events and interviews key sources. Respects confidentiality as appropriate. Does not fully meet standards Fully meets standards Significantly exceeds standards Unacceptable Outstanding Productivity-Production is high relative to time and resources consumed; develops expected number of stories and covers beat adequately to ensure stories are detected as they break; stories are developed within time frame that enables deadlines to be met; and appropriate reviews are performed as they are refined. 1 3 5 * Adapted from Greene, R. J. (2003). Contributing to organizational success through effective performance appraisal. SHRM Online. Available online at http://www.shrm.org/Education/hreducation/Documents/09-0294%20 Performance Management_IM%20v4.pdf. Retrieval date: September 7, 2011. Chapter 6 • Gathering Performance Information 163 1 2 3 5 Quality of work-Work meets quality standards and established editorial standards; stories are written in clear and appropriate manner, are consistent with editorial policy, and are fair and balanced; research is thorough and encompasses all relevant sources, which are verified to ensure accuracy; works with editors to revise and improve content; develops and maintains network of contacts who can provide early notification of breaking stories. Dependability and adherence to company values and policies Consistently meets deadlines; conforms to attendance policies; adapts to work demands; conforms to established values and policies; adheres to ethical standards of the paper and the profession; respects confidentiality as appropriate; behaves in manner that enhances the image of the paper. Contribution to effectiveness of others/ unit – Works with others within and outside the unit in a manner that improves their effectiveness; shares information and resources; develops effective working relationships; builds consensus; constructively manages conflict; contributes to the effectiveness of own unit/group and 1 2 3 4 the paper. 1 3 4 5
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Surname 1
Appraisals for Perfomance Management

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Course
Professor
February 23, 2019

Surname 2
Appraisals for Perfomance Management

Mechanical and Judgmental Methods for Overall Performance Rating
Performance evaluation is helpful whenever an employer or manager seeks to promote or
incentivize a performing worker. Such incentives includes giving bonuses or giving a raise in the
salary. In addition to that, evaluating an employee’s performance is essential so that an employer
or a manager in order to assess how well he is living up to his/her job description and if the
performance is commendable.
There are two methods in which an employer or a manager can evaluate an employee’s
performance.
1. Mechanical Method
2. Judgmental Method.
A common factor between these two methods is that they both measure similar aspects...


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