Managing Employees performance Assignment Example | Topics and Well Written Essays - 500 words

Managing Employees performance - Assignment Example Some of the most commonly used ‘traits’ include ‘dependability’ ‘attitude’, ‘attendance’, ‘initiative’, ‘cooperation’, ‘overall output’, etc. The employee could be given a rating on a scale of one to five for each of these traits. Here, 5 could represent ‘excellence’ and 1 could represent ‘poor’. 3 stands for acceptable but not outstanding standards. The total attained by the employee is a good indicator of his/her overall utility for the enterprise. The graphic rating scale can either be continuous or discontinuous. The forced distribution appraisal method is a modern management concept. It is more formal and structured compared to traditional models. It differs from traditional models in that it takes into consideration numerous employee performance parameters. The objective is not merely to find ‘justifications’ for an employee’s remuneration structure, but also to constructively identify weak and strong areas. In this manner an employee is offered a feedback for all-round development of skills. For example, the forced distribution appraisal method will grade employees across performance scales. This will help the management to offer inputs on their career development, training needs and optimal reward structures. There are several principles that make forced distribution methods successful. Firstly, the evaluator is given a predetermined distribution scale to fill up. ‘Job performance’ and ‘eligibility for promotion’ are given special attention. A five point performance rating scale is the norm, where employee traits are assessed only quantitatively. The worker can come out as ‘good’, ’bad’ or somewhere in between with respect to the traits. A graph can then be constructed with the rating designated to X-axis and’ number of employees’ to the Y-axis. What usually transpires is a Norman distribution curve with a majority