Hi bro sis
I have a questions. How to measure performance of employee. What are best methods?
A lot depends on what the employees do.
A great way to measure performance for a manufacturer is how much stuff they make.
Harder to measure the performance of an IT consultant, depending on what your goals are, as a company, for your consultants.
No canned answer, I'm afraid.
Performance appraisal methods include 11 methods as follows:
The critical incidents for performance appraisal is a method in which themanager writes down positive and negative performance behavior of employeesthroughout the performance period
This method describe a performance appraisal method where rater familiarwith the jobs being evaluated prepared a large list of descriptive statementsabout effective and ineffective behavior on jobs
Paired comparison analysis is a good way of weighing up the relativeimportance of options.A range of plausible options is listed. Each option is compared against each ofthe other options. The results are tallied and the option with the highestscore is the preferred option.
The Rating Scale is a form on which the manager simply checks off theemployee’s level of performance.This is the oldest and most widely method used for performance appraisal.
This method asked managers / supervisors to describe strengths andweaknesses of an employee’s behavior. Essay evaluation is a non-quantitativetechniqueThis method usually use with the graphic rating scale method.
This method used to describe a performance rating that focused on specificbehaviors or sets as indicators of effective or ineffective performance.It is a combination of the rating scale and critical incident techniques ofemployee performance evaluation.
Ranking is a performance appraisal method that is used to evaluate employeeperformance from best to worst.Manager will compare an employee to another employee, rather than comparingeach one to a standard measurement.
MBO is a process in which managers / employees set objectives for theemployee, periodically evaluate the performance, and reward according to theresult.MBO focuses attention on what must be accomplished (goals) rather than how itis to be accomplished (methods)
Forced ranking is a method of performance appraisal to rank employee but inorder of forced distribution.
For example, the distribution requested with 10 or 20 percent in the topcategory, 70 or 80 percent in the middle, and 10 percent in the bottom.
Behavioral Observation Scales is frequency rating of critical incidents thatworker has performed.
360 Degree Feedback is a system or process in which employees receiveconfidential, anonymous feedback from the people who work around them.
Source: Performance appraisal methods