Question

outline at least four criteria that should be used to evaluate approaches to performance measurement, and critically evaluate one approach using the criteria you specified.

Which of the four criteria you identified do you consider the most and least important?

What are the benefits and limitations of the performance measurement approach you chose, according to these criteria?

Answer 1

The four criterions used to evalutate approaches to performance are:

1.Strategic congruence:In this criteria the congruency of job with the oragnisation's strategy, goals and culture is measured.

2.Reliability: In this criteria, the degree to which the performance measure is free from the random errors are evaluated.

3.Acceptability: It is the criteria in which the degreeto wih the performance measure is satisfactory or acceptable is evaluated.

4.Specificity: It is the extent to which performance measure gives the guidance to employees about what is expected from them and how they can meet those expectations is evaluated.

Evaluation of Comparative approach using Reliability criteria: Comparative approach of performance measurement requires the rator to compare the individual's performance with that of another and develops rankings of individuals within a group.Using reliability criteria to evaluate this approach would result in the checking of the rankings of the employees after applying the approach and comparing it with previous rankings to check whether the data is reliable or not in case of major difference in rankings of two or more operators.

The most imporatant criteria that I identified would be the reliability criteria because it helps in checking the performance on a time scale with previous one's and keeps the level of evaluaton upto its mark as the evaluaton is done for the betterment of performance measures.

The least important criteria I identified would be acceptability because it only checks whether the appraoch is acceptable or not and does not intend to improve the approach and evaluation technique as it only checks upto the threshold level .

Benefits of Comparative approach:

-Effective in differentiating employee performance

-Eliminates provlems of central tendency and strictness.

-Good basis for pay raises and promotions.

-Easy todevelop and use.

Limitations of comparative approach:

-Doesnt work when no of operators are less as biases may exist.

-There is no feedback to the employees after their ranking hence they dont know which area to improve.