Employee Evaluations

Topics: Evaluation, Human resource management, Benchmark Pages: 9 (3085 words) Published: June 26, 2013
Employee Performance Evaluations
Brent Shade
Western Governors University

Employee Performance Evaluations
There are many different types of performance evaluations and sets of criteria that are involved with them. These different types of performance evaluations include the Graphic Rating Method, The Global Rating Method, the Essay Rating Method, Behavioral Anchored Rating Method (BARS), Management by Objectives, and the 360-Evaluation Method (“Employee Performance Evaluation,” n.d.). It will also be discussed the positive and negative aspects involved and examples will be given of errors and biases that commonly impact the accuracy of performance evaluations as they pertain to the scenario provided regarding an evaluation of an engineer at a given company. Many organizations use a combination of evaluations; depending on the size of the organization, as tools to identify needs within the company to show weaknesses or strengths of an employee, or of the organization, that is being evaluated. The correct evaluation used and the correct rating scale depend on the number of employees doing the same job, size of the organization, and ultimately the amount of money, time, and resources that an organization wants to spend on the evaluations (“Employee Performance Evaluations,” n.d.). Listed below are many commonly used evaluation methods and a brief description of each: ●Behavioral Anchored Rating Method (BARS)- Is an evaluation of the employees behavior. This method aims to give a numerical rating to certain performance criteria. This criteria focuses on observable behavior only. Examples of observable behavior are given for each score range in the BARS evaluation method (“Employee Performance Evaluations,” n.d.) ●The Graphic Rating Scale-consists of a line with four or five criteria with four or five rankings (typically something like unsatisfactory, below average, satisfactory, above average, and excellent). This evaluation is great for identifying employee strengths and weaknesses. This evaluation method is good for rating performance criteria, quality of work, teamwork, customer service, concern for safety, and more. The manager rates their scoring by the employee’s performance supported by data (“Employee Performance Evaluation,” n.d.). ●The Global Rating Method-is where your overall job performance is given a score of below satisfactory, satisfactory, above average, or excellent. The problem with this method is only your overall job performance is evaluated giving you no specifics at all pertaining to their performance (“Employee Performance Evaluations,” n.d.) ●The Essay Method-is where the evaluator gives a written statement about the evaluated employee. This written statement typically addresses strengths and weaknesses regarding job performance. It also usually includes remedies to identified problem areas. This written statement can be written solely by the evaluator or it can be written in conjunction with the employee (“Essay Method,” 2010). ●360-Feedback Method-is designed to give you feedback from every facet of the organization. It was developed to give feedback by managers, peers, subordinates, customers, and others that come into contact with the employee. This provides the employee with perspectives about their performance from multiple sources. The ultimate goal of 360 evaluations are to improve individual performance within the organization (Linman, n.d.). ●Management by Objectives (MBO)-This method of evaluation is aimed at identifying and aligning organizational goals with subordinate objectives throughout the organization. This method is an organized approach, allowing management to focus on achievable goals and to achieve the best possible results from available resources. Management by Objectives is about setting yourself goals and then breaking down those objectives into more specific goals and key concepts (Kotelnikov, n.d.). One...

References: Manning, Samantha. August 26, 2012. Types of bias in performance reviews. Ehow Money. Retrieved January 23, 2013 from http://www.ehow.com/list_5886581_types-bias-performance-reviews.html
Schreiner, Erin
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