Your Agency Head has been very impressed with your performance as HR Director. A

Question

Your Agency Head has been very impressed with your performance as HR Director. As a result, the Head is now ready to hear your ideas on selecting a new type of performance appraisal form.To help determine your choice of appraisal form, first research using additional external sources, then;

Part A: Evaluate and discuss the types of evaluations shown in Figures 11-1(Graphic Rating Scale, 11-3 (Objective Method), and 11-6 (360 Evaluation), using the following criteria:

- Accuracy in measuring employee performance

- Cost and time in developing

-Ease of completing

- Use in counseling and developing employees

- Use in promotion, pay, or other personnel decisions."

Part B: Research performance appraisals through external resources, then in one or two paragraphs, using your external resources to augment the information our text, justify your choice to the Agency Head. Prepare your evaluation and justification

Explanation / Answer

the objective methods and graphic rating methods may not serve the needs of organization fully at the time of performance appraisal. they consider many limitations. Hence I prefer to go with 360 degree appraisal method for evaluation of the employee performance. It is more cost effective, of course it may take some long time to get the final feedback, but is more realistic and reliable in nature.

it takes a higher cost and little higher time to complete the task, but it provides great accuracy to measure the employee performance. and the comments or results can be used as inputs to the employees to lidentify their limitations, cover them and overcome those. By doing this, we can provide a chance to the employees to grow stronger and develop the employees. the same information can be used at the time of promotions, deputations, hikes etc.

There may be many other alternatives evaluating emloyee performance, but 360 degree method carries less limitations, take feedback from ultimate customers to the employees, provide a chance to focus on every individual employee seperately, etc. all these made this method more succesful than remaining methods I think.

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