Bus 375 week 2 assignment (do not change the bid)
1. 360-degree feedback: This type of performance appraisal relies on feedback from the employee’s peers, managers and even customers to rate the employee’s performance. Advantages include obtaining a broader perspective on the employee’s performance, creating more accurate ratings due to multiple perspectives, and increased commitment to improvement plans because employees have a say in their own assessments. Disadvantages include potential bias or manipulation due to personal relationships between individuals providing feedback, time consuming process for both supervisors and employees, and lack of anonymity which can lead to responses that are not 100% honest.
2. Critical incident technique: This method requires supervisors to maintain an ongoing diary noting positive and negative behaviors exhibited by an employee during the review period. At the end of the review period supervisors use those notes as examples for discussing with employees how they can improve their work performance in specific areas. Advantages include more accurate appraisals as it focuses on actual behaviors rather than opinions or generalizations, ability to identify strengths as well as weaknesses quickly so that resources may be allocated accordingly. Disadvantages include difficulty standardizing results when different reviewers interpret incidents differently; potential bias if supervisor has only negative comments; inadequate data collection leading to inaccurate evaluations; time consuming process; and lack of input from other parties such as colleagues or subordinates who may have experienced different incidents with the same individual.
3. Ranking System: This method involves ranking each employee against his/her peers within a department based on a predetermined set of criteria such as skillset or productivity levels relative one another’s output rate over time period specified by employer.. Advantages includes flexible implementation – employers can add or subtract criteria depending upon job role requirements; simple understanding – workers understand exactly where they stand within their team at any given moment; Increased motivation amongst highest ranked workers – top performers are rewarded for their excellence via recognition & monetary incentives (such promotions). Disadvantage includes possibility for biased evaluations if companies adopt subjective metrics like customer service ratings instead objective ones like gross sales figures; potentially unfair comparisons among workers who perform similar roles yet possess varying skill sets & experience level differences etc.; too much reliance on rankings system might discourage collaborative efforts within teams since everyone is competing against one another without any benefit received from cooperating & working together towards common goals/ objectives
4 Performance Standards Method: With this approach managers evaluate how well each member meets predetermined standards expected across all departments within company organization structure..Advantage includes objectively quantifiable measurements – Employees are scored according to measurable criteria meant accurately assess job proficiency ; Encourages higher standards – If bar is set high enough then better quality will be produced in order increase likelihood hitting targets faster thus improving overall efficiency / effectiveness while minimizing costs associated lower production rates ; Can easily compare progress made year over year – By tracking numbers derived standardized methods it becomes easier see progress made since last evaluation done previously enabling effective decision making processes going forward .Disadvantage includes Potential subjectivity bias – Depending upon whom conducting assessment there could be discrepancy between what actually happening ground versus rating provided management staff which would lead inaccurate depictions overall success/failure ; Might overlook important factors like teamwork dynamics cultural fit among peers collective enthusiasm energy teams generate toward completing certain tasks etc .
5 Self-Assessment Review Process: Here manager provides list pre-determined questions pertaining duties responsibilities worker currently handling after which he answers series question related his job why he believes has performed proficiently ..Advantage includes improved accuracy– since worker himself knows best whether not did satisfactory job meeting expectations asked him there higher probability getting true facts out compared someone else doing evaluation him personally ; Increased employee engagement – Actively participating reviews gives sense ownership responsibility ensuring gets proper credit hard work puts into daily endeavors thus motivating stay motivated staying productive long term basis . Disadvantage Limited scope coverage– While self-reviews provide valuable insight into particular individual’s strengths weaknesses cannot guarantee cover entire range topics need discussed during course normal reviews additionally some people might feel uncomfortable openly assessing themselves without external pressure guidance