Deadline (March, 2021)
Case Study (105 points)
Comparative systems and absolute systems are two types of systems that can be used to evaluate employee performance and competencies. As discussed in Chapter 5, there are advantages and disadvantages associated with these systems.
As the newly hired HR Director for a large manufacturing organization, which makes parts for cell phones, you have been informed that the current performance evaluation system that is utilized is almost nonexistent. In fact, it has been almost three years since employees have been assessed. You have been asked by upper level management to do the following:
• Explain what type of performance evaluation system you would use to evaluate factory workers. Justify why you believe this is the right system to use.
• Based upon the selected system, what assessment method would you utilize? Justify why you believe that this is a quality assessment method.
• Explain how the selected system and method are aligned with or different than performance management practices in the manufacturing industry.
Your well-written paper should meet the following requirements:
• Be 5 pages in length, which does not include the title page, abstract, or required reference page, which are never a part of the content minimum requirements.
• APA style guidelines.
• Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles.
1. Explain what type of performance evaluation system you would use to evaluate factory workers. Justify why you believe this is the right system to use.
I would use absolute performance measurement system since it focuses on an individual employee without comparing them with fellow employees. In the absolute judgement system, the management compares the individual employee performance according to some written down standards (Bacon, 2013). The performance criterion for the particular job is listed and every single employee is rated based on that criteria. The reason why I recommend this system stems from the fact that it will enable the company compare employees among different groups. This method is ideal since it makes it clear on what an employee must do to be rewarded. I believe that every employee is unique in their own way and as such, there would be no need of comparing them to other employees. Through the absolute performance evaluation system, I will be able to know each employee’s strengths, weaknesses, their knowledge levels and potential. I will be able to compare it with the organization’s expectations. I will also be able to compare the behavioral traits that are exhibited by each employee and this helps evaluate performance as opposed to personality. It helps make it easier to notice positive and negative incidents. Through the use of absolute performance measurement system, one can use a checklist appraisal that could be as simple as a questionnaire where employees can successfully jolt down all the tasks that they have been successful at. This way, it is easier to know what each employee is bringing on board and their contribution.
This method also comes with the advantage that it is continuous. It is simple for the human resources personnel. Evaluating one employee in comparison to other employees means that the process can be staggered rather than all of it being done at once. The feedback obtained will be individual based rather than based on all employees of the company generally.
2. Based upon the selected system, what assessment method would you utilize? Justify why you believe that this is a quality assessment method.
I have chosen absolute performance management system and will use the critical incident method. In this method, the behavioral traits that are exhibited by the worker are noted down for the purpose of evaluating performance instead of personality. This method observes actual behaviors and is therefore more objective. The critical method involves setting up some benchmarks in the business that have to be met to ensure success. In the critical method, it will become easy to measure targets that are given to employees for instance, the sales that the factory workers bring in every month or every year. Based on the sales that every worker brings, the sales metrics could further be broken down to a number of products for every employee. This way, it becomes easy to set a minimum target for every employee where also some incentives could be added when one exceeds the minimum target.
The critical method will help measure both the output of the employee and their performance with a link to a performance metric. In addition, this method will help the factory be able to take records of instances where employee behavior, both positive and negative will affect an event or an outcome (Greasley, 2020). These recorded behaviors will be kept in an ‘incident’s net’. The critical method enables for the division of employee behavior descriptions into categories for instance, there could a category on punctuality, teamwork, customer service and so on. By dividing employee behaviors into these categories, it becomes easier to measure every employee of the factory against all the categories simultaneously. In simple terms, this method will help measure how a worker carries himself/ herself pegged on the categories that have been decided. The individual categories could then be measured against all the other participating employees.
I also justify this method in that it puts much emphasis on the narrative rather than numeric strength. Through this method, it is easy to pinpoint different employee strengths and weaknesses as opposed to the traditional Key Performance Index measurement methodology. The factory will be able to record all the incidents, both those that are good and the bad ones. By recording the incidents that occur real-time, it becomes easier to solve the challenges of the workforce.
3. How the selected system and method are aligned with or different than performance management practices in the manufacturing industry.
The absolute method brings accountability where organizational goals get to broken down to individual goals. The organizational objectives become translated into specific objectives for each level in the organization. The performance objectives of the organization get to be agreed between the management and the employees. The employees get to have clearer comprehending of their expectations and the goals and objectives of the institution get to be aligned with the personal goals and objectives of the individual person.
This absolute system brings the culture of measuring the worker’s performance in a given period. The employee performance will be observed over a period of time and compared against those of the company. The employer gets to benefit as well as the employee since they are able to get adequate notice, fair hearing and judgment pegged on evidence. This method does not align
the employees. It should however involve a lot of planning and execution with the employer showcasing support and empathy and avoid unintentional biases which makes the employee productivity even better.
The absolute system method is different form performance management practices in that it focuses largely on evaluating the employee performance rather than the activities and tasks that are put in place to make employees meet their goals in time. The absolute system helps evaluate the competencies of the employees for instance the commitment to the institution’s values, responsibilities and ability to take initiatives among other issues. Performance management will help analyze the performance of the employee having in mind the development needs of the worker and the institution.
Every institution has a distinct set of objectives and core values. Performance management will help make sure that objectives and goals are well laid and a proper feedback mechanism is in place. The absolute system is a part of performance management but nonetheless, performance management is more flexible on matters to do with communication. The performance management take a holistic approach and helps ensure employee goals are managed effectively. It allows for a continuous feedback mechanism to be in place and a better worker engagement since there is more recognition of an employee’s work.
Ashwin, A. (2012). CaseBase: Case studies in global business.
Bacon, C. R. (2013). Practical risk-adjusted performance measurement. Hoboken, N.J: Wiley.
Greasley, A. (2020). Absolute essentials of operations management.
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