Question

Benjamin, a manager at Mighty Medical Manufacturing, is trying to create indicators of what a job is meant to accomplish, how performance is measured, and expected levels of job performance. What is he attemptingto establish at his company?

1/ Performance standards

2/ Performance criteria

3/ Team-based appraisals

4/ Performance improvement strategies

Answer 1

Performance standards are the indicator of job accomplishment.   As a result of the controversy concerning the safety of silicone and other permanent implants, the Food and Drug Administration's Center for Drug Evaluation and Research has conducted a rereview of a small sample of applications by manufacturers. The Food and Drug Administration's "Final Report of the Committee for Clinical Review" found that clinical trials were carried out with little planning or attention to the purpose of the study. It is urged that the medical profession assist in the establishment of complication rates associated with each type of implant and surgical procedure and that surgeons and professional societies need to be more critically involved in the setting up of performance standards for implants prior to their approval by the Food and Drug Administration. To avoid a repeat of the silicone gel-filled breast implant problem, scientists and clinicians are urged to take a more proactive position on the development of performance standards for implants currently being used. . Job performance relates to the act of doing a job. Job performance is a means to reach a goal or set of goals within a job, role, or organization.but not the actual consequences of the acts performed within a job.

How to Evaluate an Employee

1. Set Performance Standards. ...
2. Set Specific Goals. ...
3. Take Notes Throughout the Year. ...
4. Be Prepared. ...
5. Be Honest and Specific with Criticism. ...
6. Don't Compare Employees. ...
7. Evaluate the Performance, Not the Personality. ...
8. Have a Conversation.

   ********criteria to assess the performance of employees******

9. Quality of Work. ...
10. Goals and Target Achievement. ...
11. Level of Productivity. ...
12. Initiative and Motivation. ...
13. Teamwork and Leadership Skills. ...
14. Ability to Problem Solve. ...
15. Written and Verbal Communication Skills. ...
16. Performance Self-Appraisal.

    *** 4 types of performance indicators******

17. Quantitative indicators that can be presented with a number.
18. Qualitative indicators that can't be presented as a number.
19. Leading indicators that can predict the outcome of a process.
20. Lagging indicators that present the success or failure post .   

    *** Team appraisal***

    Team performance appraisals are appropriate to support an organization's efforts to transition from an individual-based organization to an team-based organization. Team performance appraisal, for example, assess whether the team met its goals, produced a quality product and worked well together. ************** Performance improvement strategies   Performance improvement is a strategy under the umbrella of performance management to help employees achieve better performance and growth. ... On an individual level, managers might use: time cards, peer feedback, and quality control as a way to track an employee's progress over time.