History of evaluation development

Performance appraisals are typically provided to an employee on an annual basis, some organizations choose to conduct them bi-annually. Appraisals are typically conducted by an employee’s supervisor, but information regarding performance can also be gathered by coworkers, customers, or even the employee. Information gathered can be used to evaluate the employee for a promotion, salary increase, and training needs. Some employee may also be terminated based on the information gathered. The information gathered can be objective measures, such as dollars or items sold, number of days attended, or number of accidents on the job. Subjective measures provide information on how an employee ranks on a continuum, where individual performance is ranked on a scale from least effective to most effective level of performance.

When done correctly, performance appraisals can ensure that an employee’s performance meets expectations of the organization and that it aligns with an organization’s strategic objectives. Although performance appraisal systems can be effective ways to evaluate individual performance, or team performance, there can be factors such as policy barriers and/or interpersonal conflicts that can affect performance ratings. For this assignment, you will critically evaluate a subjective measure of performance evaluation.

For this week’s assignment, you will write a 3–5 page paper evaluating ONE performance appraisal method. Make sure to address the following topics for your chosen method:

· History of evaluation development

· Validation strategies

· One ethical consideration

· One legal consideration

· Individual factors

· Socio-cultural factors

· Potential for future use in organizations

Listed below are different types of appraisal methods you may consider for this Assignment. Remember you are only choosing one.

1. Relative Comparison Methods

· Rank Ordering

· Forced Distribution Ranking System

· Paired Comparison

2. Absolute Rating Methods

· Narrative Essay

· Critical Incidents

· Behavioral Checklists

· Behaviorally Anchored Rating Scales (BARS)

· Behavioral Observation Scales (BOS)

3. Other

· 360-degrees Performance Appraisal

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