1. What kind of evaluation methods were used in the Apprentice Show? 2. Who did
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Question
1. What kind of evaluation methods were used in the Apprentice Show?
2. Who did the performace evaluation for the Apprentice Show?
3. Do you think the performance evaluation system in the Apprentice show was effective? why or why not? How would you suggest to improve the performance evaluation system?
1. The evaluation methods have to be from the following list: a. Graphic rating scale b. Alternation ranking c. Paired comparison d. Forced distribution e. Critical incident f. Narrative forms g. Behaviorally anchored rating scales (BARS) h. Management by objectives (MBO) i. Computerized and Web-based performance appraisal j. Merged methods
2. The performance evaluators should be from the following list: a. Self b. Peer c. Supervisor d. Review committee e. Subordinate f. Customer g. 360 degree '
3. Effectiveness of the evaluation system should be discussed from three perspectives: 1. the definition of performance evaluation (what is performance evaluation?); 2. performance evaluation methods (whether the evaluation methods are appropriate for the “apprentice” setting and why?), and 3. performance evaluators (whether the appropriate people do the evaluation work and why?)
Explanation / Answer
1.The following evalution methods were used in Apprentice Show:
2.The following are the performance evaluators in the apprentice show:
3.To answer this question first of all one should know the definition of performance evaluation.
Performance evaluation is a formal,structured system of measuring and appraising and employee's job related behaviours and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee,organisation and society all benefit.
a) Graphic rating scale is the most preliminary method for performance evaluation as it is based on numerical scales each representing a job-related performance criterion such as dependebility ,initiative,output,attendance,attitude,co-operation,and the like.
b) Forced distribution method overcomes the errors of lineancy in ratings-clustering a large number of employees around a high point on a rating scale.The forced distribution method seeks to overcome the problem by compelling the rater to distribute the ratees on all points on the rating scale.The method operates under an assumption that the employee performance level conforms to a normal statistical distribution generally bell-shaped curve.
c) The critical incident method of employee assessment has generated a lot of interest these days.The approach focuses on certain crtical behaviours of an employee that make all the difference between effective and non-effective performance of a job.Such incidents are recorded by superiors as and when they occur.
d) Narrative forms-it is the essay method of describing the employee within a number of broad categories such as the rater's overll impression of the employee,the promotability of the employee,the strength and weakness of the employee etc. The narrative forms has a lacunae that it depends on the writing skills and analytical ability of rater and there is an element of subjectivity in this.
e) Behaviourally anchored rating scales are rating scales whose scale points are determined by statements of effective and ineffective behaviours and scales represent a range of descriptive statements of behaviour varying from the least to most effective.Behaviourally anchored rating scales have the following features:
BARS were developed to provide results which subordinates could use to improve performance.Superiors would feel comfortable to give feedback to the ratees.Further BARS has overcome rating errors.Unfortunately,this method too suffers from distortions inherent im most rating techniques.
f) Management by objective is a technique in which assessment is done on the basis of task that is given is achieved or not and up to what extent.Here in show usually the task is selling products,creating an advertising campaign etc so it is objectivally measured.
g) Merged Methods is a technique in which opposite teams are merged and their performance appraisal is done .Not only opposite teams but loosing team members are also merged to do performance appraisal.Here in this show two teams winning as well as loosing are asked to collate in boardroom and there after loosing team(with project manager) for sacking in the presence of host and it's two advisors.
All the above methods are used in Apprentice show for appraising and bottlenecks of each and every methos are overcome by other technique and hence it's a complete and comprehensive evaluation which involves all the evaluators namely self,peer,supervisor,review committee,subordinate,customer and 360 degree as individual techniques includes combination of above mentioned evaluators.
So,Performance evaluation is excellent as it encapsulate all the techniques and ultimately brings best results.
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