Employee Supervision and Evaluation

Employee Movement Transfer Reassignment Promotion Demotion Layoff Termination Quit Exit Interview

How is Performance Measured? Performance measures an employee’s degree of accomplishment and results in job-related tasks Role perception – an employee’s understanding of his or her part in an organization

Halo Effect Multiple meanings: –A single characteristic overshadowing all other features of an employee –Inflated evaluation to avoid uncomfortable situation

Management by Objectives Management by Objectives (MBO) is a process often used in quality improvement and goal setting The MBO process –Establishes job objectives –Develops an action plan –Allows employees to implement the plan –Takes corrective action

Forms of Measurement Production Standards – output can be counted or measured analytically Essay Appraisal – manager describes the employee’s performance in a written narrative Critical-Incident Appraisal – record specific instances of the employee’s performance

Providing Feedback Must provide motivation for improvement Utilize self-assessment 2 positives for 1 negative Employee aware of structure of feedback

Legal Considerations Civil Rights Act requires “bona fide” appraisal –Based on job description –Performance rather than personal traits –Employee response allowed –Appraisals are written and documented

Organizational Reward System Intrinsic Rewards – intangible and internal to individual, such as personal growth and job satisfaction Extrinsic Rewards – controlled and distributed by the organization, such as childcare, access to facilities, etc.

Relating Reward to Performance Free Enterprise System – own work, choices can create success Merit Pay system – employee appraisals determine raises and bonuses Unions impede companies from using performance based rewards