Table of Contents
Types of performance management technique(s) present in the instrument
Instrument’s major strengths.
Features in the instrument that may compromise assessment, reliability and felt-fairness.
Ways in which the instrument, and the approach to performance management that it reveals, might be improved.
In an attempt to nurture the most important asset of any organization, human resources, often the help of performance appraisals is taken. There has been a huge body of work done to continuously identify and improve the systems of performance management and tailor them to suit the needs of different organizations. The following report is aimed at evaluating the performance management instrument. The report will identify the types of management techniques present in the instrument, the major strengths, any areas of improvement and possible suggestions that could help in enhancing the accuracy of the instrument. The report will be concluded with the summarization of key findings.
The techniques identified are -
A successful performance management instrument is the one that comprehensively combines a judicial mix of various techniques (Longenecker and Fink, 2017). This is evident from the given performance instrument which makes a balanced blend of various techniques combining specific advantages that can lead to efficient evaluation of employee performance which overall contributes to organizational goals. In the given instrument the qualities of various techniques are connected in a way that supports the benefits arising out of each.
The Goal setting at the start of the instrument gives an objective base for the employee and informs the evaluator how aligned the vision of the individual is with organization goals. Additionally, it also lays the foundation for future goals thus, giving a definitive direction to his/her future efforts within the organization. This is complemented comprehensively by the competency-based assessment that ensures that key areas highlighting the contribution and strength of the employee are effectively brought to notice of the evaluators. The 360-degree feedback ensures that the performance of the employee is assessed on all levels thereby maintaining the validity of feedbacks and eliminating the scope of any personal bias. The BARS that have been provided on important junctures of the instrument helps in improving the feedback received from various entities and increase the accuracy of performance evaluation.
The outcomes achieved facilitates ineffective planning for employee's future performance, working meticulously on the shortcomings that may be identified in the course of evaluation (Longenecker and Fink, 2017). Hence, the instrument’s comprehensiveness work in favour of both employee and organization growth and development.
The instrument is reasonably comprehensive and covers critical aspects that can be helpful in the evaluation of employee output and performance. However, some areas are noted where the instrument seems incomplete.
The performance management instrument has scope in improving and enhancing its accuracy. Following approaches are proposed in this regard -
The report identifies that the given instrument has made judicious use of techniques such as Management By Objectives, 360-degree feedback, Behaviour Anchored rating Scale and Competency-based assessment in its formulation. How the instrument has incorporated critical elements from various techniques marks its strengths. However, the instrument lacks in reflecting the feedback received from customers which is an essential factor to make the instrument more concrete and credible. It is proposed to incorporate sections that can reflect customer feedback and also allow employees to share any challenges they have faced in performing their jobs so that the instrument can become sounder and more effective in evaluation.
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