5-10 Performance Standards
Introduction:
Using the job description as a base, develop performance standards for this particular position. Specifically you are to create the following:
1. A list of 5-10 performance standards
2. The type of performance assessment technique(s) you will employ and why
3. The controls you have employed to eliminate or reduce errors or bias in assessment
4. Who will perform the assessment and why
5. How the organization should use the assessment results
I chose to use the previous job description from unit one and two which was a human resource manager. Performance standards are the key to determining success or failure of training programs or performance improvement efforts. They are a measuring stick which performance …show more content…
The assessment involves the establishment and documentation of essential job tasks and responsibilities, competencies, critical performance objectives, and goals that need to be achieved or performed during a specified performance period. It also involves the identification of career growth and development opportunities." (Rochester.edu 2004) Managers should break down performance into steps such as reviewing employees job description, competencies, set dates for performance assessment meetings, complete assessment goals and objective forms, hold an assessment meeting and document the plan, and continue to provide feedback throughout the year. (Rochester.edu) In order for performance assessment to work data gathering, observation and documentation need to be performed. These sources give good feedback as to whether goals are being met. There are many sources of data that we can use to check up on the performance management system. The different sources are: direct customers, executives, employees, managers, supervisors, and …show more content…
Performance evaluation also has a good side benefit as it requires communication, requires data to be taken and documentation to be performed. If for no other reason assessments should be implemented just to help communication to flow from employer to employee to customers and back up the chain. Performance assessment is also a good tool to find out what areas need improvement and it also helps pinpoint problem areas that need to be fixed and addressed and is a good troubleshooting tool. Companies should embrace performance evaluation as it is one of the few management tools that is not a fad, and has many more benefits than downsides for the company and it can enhance the companies' performance across the board and the return on investment is high compared to many other management tools in use today.
Using the job description as a base, develop performance standards for this particular position. Specifically you are to create the following:
1. A list of 5-10 performance standards
2. The type of performance assessment technique(s) you will employ and why
3. The controls you have employed to eliminate or reduce errors or bias in assessment
4. Who will perform the assessment and why
5. How the organization should use the assessment results
I chose to use the previous job description from unit one and two which was a human resource manager. Performance standards are the key to determining success or failure of training programs or performance improvement efforts. They are a measuring stick which performance …show more content…
The assessment involves the establishment and documentation of essential job tasks and responsibilities, competencies, critical performance objectives, and goals that need to be achieved or performed during a specified performance period. It also involves the identification of career growth and development opportunities." (Rochester.edu 2004) Managers should break down performance into steps such as reviewing employees job description, competencies, set dates for performance assessment meetings, complete assessment goals and objective forms, hold an assessment meeting and document the plan, and continue to provide feedback throughout the year. (Rochester.edu) In order for performance assessment to work data gathering, observation and documentation need to be performed. These sources give good feedback as to whether goals are being met. There are many sources of data that we can use to check up on the performance management system. The different sources are: direct customers, executives, employees, managers, supervisors, and …show more content…
Performance evaluation also has a good side benefit as it requires communication, requires data to be taken and documentation to be performed. If for no other reason assessments should be implemented just to help communication to flow from employer to employee to customers and back up the chain. Performance assessment is also a good tool to find out what areas need improvement and it also helps pinpoint problem areas that need to be fixed and addressed and is a good troubleshooting tool. Companies should embrace performance evaluation as it is one of the few management tools that is not a fad, and has many more benefits than downsides for the company and it can enhance the companies' performance across the board and the return on investment is high compared to many other management tools in use today.