Description
Week 2 - Assignment
Case Scenario: Implementing Performance Measurement Systems
[CLOs: 1, 2, 3]
There are several types of measures and methods for assessing performance: job results/outcomes, essay methods, ranking, forced distribution, behavioral checklists, behavioral anchored rating scales (BARS), and management by objectives (MBO). Prior to beginning this assignment, read Chapters 4 and 5 of the course text to learn about key considerations in choosing one type of measurement procedure over another. For this assignment, you will be assessing comparative and absolute performance measurement systems to be considered for implementation.
PART I: Comparative Performance Measurement System
As the human resources manager of an HR team of 30 for a mid-sized construction company, you decide to implement a comparative performance measurement system to measure performance in your department
- Assess the advantages and disadvantages of implementing a comparative performance measurement system.
- Explain three to five kinds of comparative performance measurement systems that are available for you to consider.
- Choose one approach, and explain how you would implement it in your department.
- Explain why your selection was the best choice among the variety of comparative performance measurement systems.
PART II: Absolute Performance Measurement System
At the end of the year, a company-wide initiative calls for a revision of the performance measurement systems. Every manager including you, will be required to develop an absolute performance measurement system. The process is complicated by the fact that many of your direct reports are remote employees who interact via email and phone rather than in person.
- Assess the advantages and disadvantages of implementing an absolute performance measurement system.
- Explain three to five kinds of absolute performance measurement systems.
- Choose one approach, and explain how you would implement an absolute performance measurement system in your department next year, recognizing that you have limited time to devote to your department as you will be supporting other departments for the implementation in their areas.
- Explain what you will consider in choosing an absolute performance measurement system.
PART III: Conclusion
Now you must decide which performance measurement system will work best for your department.
- Compare and contrast the two performance measurement systems.
- Choose one performance measurement system that you feel will best work for your department.
- Provide a rationale for your decision.
- Support your statements with scholarly and/or credible sources.
The Case Scenario: Implementing Performance Measurement Systems paper
- Must be three to five double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center (Links to an external site.).
- Must include a separate title page with the following:
- Title of paper
- Student’s name
- Course name and number
- Instructor’s name
- Date submitted
- Must use at least two scholarly and/or credible sources, in addition to the course text.
- The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
- Must document all sources in APA style as outlined in the Ashford Writing Center.
- Must include a separate references page that is formatted according to APA style a
Explanation & Answer
Attached.
Implementing Performance Measurement Systems – Outline
Thesis statement: Managers, have a wide range in choosing the approach to use in measuring
the performance of its employees and this paper discusses the comparative method and the
absolute approach and recommending the option, which can be best used in an organizational
setup.
I.
II.
Introduction
The Comparative Approach
III.
Advantages of the Comparative Approach
IV.
Disadvantages of the Comparative Approach
V.
Comparative Performance Measurement Systems
i) Forced Distribution Technique
ii) Paired Comparison Technique
iii) Ranking
VI.
VII.
Choosing an Approach
Absolute Performance Measurement System
i) Graphics Rating Scale
ii) Essay Appraisal
iii) Critical Incident Method
VIII.
IX.
Advantages
Disadvantages
X.
Choosing an Approach
XI.
Conclusion
Running head: IMPLEMENTING PERFORMANCE MEASUREMENT SYSTEMS
Implementing Performance Measurement Systems
Name
Institution
1
IMPLEMENTING PERFORMANCE MEASUREMENT SYSTEMS
2
Implementing Performance Measurement Systems
Introduction
Measuring employee performance is a crucial part of any organization to ensure
efficiency and smooth management. It helps in determining the employee’s productivity towards
supporting the organization to attain its objectives and the growth of the business. The employee
receives this back in the form of performance appraisal that offers an insight into the employee
concerning their present state and their future performance (Jain & Gautam, 2014). The
efficiency of an employee in an organization is reliant on some factors which include the
condition of the working surroundings, work profile, technology, organization policies, and
incentives. The productivity of an employee, therefore, is subject to several factors which
directly impacts the organizational development and competitiveness. Managers, therefore, have
a wide range in choosing the approach to use in measuring the performance of its employees and
this paper discusses the comparative method and the absolute approach and recommending the
option which can be best used in an organizational setup.
The Comparative Approach
This approach uses the t...
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