The Most Effective Measure of Performance How Managers Can Evaluate the Employees

Objective of the Study 11 1. Statement of Problem 14 1. Purpose of the research, & Research Question 15 Summery 18 Chapter Two 20 Literature Review 20 2. Introduction 20 What’s Graphic Rating Scale? 21 The Purpose of Graphic Rating Scale 22 GRS Development 22 The Scope of Graphic Rating Scale 24 Perception of Employers Regarding GRS 26 Effectiveness of Graphic-Rating Scale 27 Summery 29 Chapter Three 31 Methodology 31 3. Introduction 31 3. Given the sensitive role played by performance evaluation system as far as availing the reliable information needed for decision making is concerned, effective and efficient evaluation techniques is paramount in any organizational set-up. In that connection, Graphic-Rating scale is hence outlined in the study as one of the effective method through which employees can be evaluated based on various performance dimensions, owing to its accuracy, simplicity, ease of construction, and cost effectiveness.

The objective of this study is therefore to provide an effective evaluation mechanism that managers can possibly apply in examining their workers performance in their respective organizations. The study relied on primary data collected from main participants sampled from various key departments of a particular organization. The data was basically gathered through questionnaires issued to the participants, after which the results were tabulated and graphically presented and analyzed. Chapter One Introduction 1. Introduction Employees’ evaluation is a common practice in the field of human resource management, which is normally done to keep employees performance in check for purposes of achieving the key objective of an organization. Measuring performance of workers opens a window for improvements in areas that may require corrective measures, therefore proves to be of great importance as far as general performance of an organization is concerned.

Through performance management, daily operations of employees can successfully be aligned with the strategic objective of an organization, and provide a benchmark for promotion and compensation decisions, and equally assist in identification of key areas in which skills development is required, hence generally assist in monitoring productivity as well as quality of services offered by the business. In that connection, efficient performance management equally has an input in employees’ general job satisfaction, leading to retention. Conversely, this kind of approach requires human resource managers to formulate their strategy in manner that examines behavioral and holistic ability of workers to execute their duties affectively in line with the key objective of the organization. Background of the Study In a normal economy, business entities majorly depend on their respective intangible resources for purposes of creating value and building effective competitive advantage.

One of the intangible assets of any organization is the ability of their employees to offer effective services necessary in the market. Therefore performance management at workers personal level is quite critical, and organizations role to implement a performance measurement system, and ensure improvement of employees’ performance is quiet essential all together. As explained by SHRM (2010), performance management entails a process of identifying, controlling, measuring & developing human resource performance. Graphic-Rating Scale is basically one of the widely exercised appraisal techniques, known for comparing personal employees’ performance against absolute standards. Through the identified method, managers are able to evaluate trait and behavioral related qualities of their workers which should be rated, such as knowledge of the job, time management, among other such like job aspects.

Lack of suitable appraisal mechanism have in the past made it next to impossible to successfully administer practical employees performance assessment and evaluation in a real business set-up. As such, the main objective and purpose of performance appraisal in most organizations in some cases normally end up being unmet simply as a result of inaccurate evaluation method selection. Therefore, making use of graphic rating scale serves as one of the suitable mechanisms, through which managers can effectively evaluate their workers, given that previous studies have revealed its accuracy and suitability as the most appropriate method of conducting employees’ performance evaluation, hence confirming its authenticity as an appropriate applicable tool in this regard. On the same note, the process equally allows for appropriate setting of training program goals, which are quite crucial as far as improving performance of workers in line with the strategic objective of the organization is concerned.

Conversely, the process equally helps in identifying the right criteria through which test can be validated and produce accurate and reliable outcomes. Statement of Problem A range of available literatures regarding human-Resource Management acknowledge the significance of workers performance evaluation system used in business entities. Most organizations are normally faced with the task of channeling their efforts in ensuring that their employees work towards achieving the set goals and objectives of their respective institutions. As such, organizations ought to come up with methods of channeling and influencing their employees’ behaviors in a manner that suits their expectations and equally optimize their performance. In this case the purpose of the research is to demonstrate main behavioral activities of employees, and how they can be accurately examined through GRC evaluation method.

The study will majorly rely on primary data obtained from the participants, which shall be treated independently and kept confidential and assessed in regards to their effectiveness and application in improving employees’ productivities. The study will involve 5 employees from each key organization departments such as sales department, marketing department, HR department, accounting department, customer care department, as well as procurement department, leading to a total of 30 employees all of which their details shall be kept confidential and treated independently from their co-workers. Main research questions shall be administered through interviews and questionnaires which shall be framed as follows: • How often do you participate in decision-making process? • To which extent do you understand your job-task and requirements? • How often do you come to work on time? • How much are you aware of your company’s objectives and mission? • Are you committed towards achieving the objective of the firm? • How many times have you achieved your professional goals? • Do you feel that your efforts and contributions are fairly rewarded by the organization? The interview and questionnaire process shall be conducted in accordance with relevant ethical and confidentiality provisions for purposes of protecting the identity of the involved participants whose response and cooperation provided the basis of the research findings.

As such, confidentiality, consent, and risk related matters shall be highly observed throughout the course of the study, to maintain a healthy environment for participants. Employees’ evaluation is an important aspect of any organization, in the sense that it assists in reminding individual workers of what is expected of them by the management. Likewise, it equally serves as the source of information needed by the management for purposes of making crucial management decisions concerning employees, such as pay increments, promotions, and even layoffs of workers believed to be underperforming as per the expectation of their managers. As such, accurate assessment results is paramount for purposes of ensuring that the concerned managers make the right decisions based on the right and accurate information, or else the management can possibly make wrong decisions based on misleading results.

To be on the safe side, organizations need to utilize performance evaluation method which can lead to more accurate outcomes from which the right decision can be made to avoid unnecessary mistakes, which may end up affecting an organization in a negative manner. In this regard, Graphic Rating Scale (GRS) is one of the methods which can possibly offer a solution to such potential appraisal errors. On the same note, the method enable identification of areas in which employees need to improve for purposes of maximizing their productivity as far as achieving the set goals of an organization is concerned, hence contribute positively to general improvement of an organizations performance, through creating a high competitive edge. The Purpose of Graphic Rating Scale Graphic Rating Scale basically serves as performance evaluation method, aimed at providing accurate information and result which can enable managers and other relevant stakeholders make effective and appropriate decisions for the good of an organization.

Its key purpose is to provide simple, reliable and effective mechanism through which employees’ performance can be measured and a positive accurate result obtained to enable necessary improvement to be made accordingly, based on the results of the assessment. Moreover, GRS promotes employees-managers engagement in a constructive way, as it enables identification of areas in which employees may need the management’s assistance, to bring in some sort of improvements. Through this mechanism, behavioral activities and traits of workers perceived to be of great significance as far as efficient performance is concerned are noted in a form of a list after which each and every individual worker is rated against the listed traits and behavioral activities (Zigu, 2011). In a time span of 30 years after its publication, GRS served as the top popular evaluation model practiced for merit-based ratings across various business entities.

Subsequently, the method was applied in almost every institutional activity which requires evaluation of individual workers’ performance. With the introduction of other kind of evaluation method, popularity of GRS at some point somewhat declined slightly, however, going forward it remained as the most extensively spread evaluation method across organizations (Parrils, 1999). The reason why this method remains popular even currently can be attributed to a range of benefits associated with the same. In the first place, the method proves to be simple, times saving, easy to construct, hence generally serve as the most cost effective method of evaluating employees. al (2000), which concluded that GRS is applicable in pain intensity evaluation amongst patients, after conducting a study which involved patients with onset-muscle soreness.

On the same note, GRS has as well been extended for use in education sector. The techniques can practically be applied in evaluation of teachers. With the increasing number of teachers rating scale, GRS is justified as an alternative method of evaluating teachers in the education sector (Freyd, 2014). Based on such studies, it is quite evident that the scope of Graphic Rating Scale as an evaluation tool goes beyond employees’ assessment in business organizations, but currently extends to some other additional sectors, in which it has been confirmed as an effective evaluation tool that can lead to accurate results altogether. As mentioned by Singh (2015), the method is relatively easy to use, hence does not need a kind of formal training for implementation, yet it offers a simplified avenue through which weaknesses as well as strengths of workers can be identified, subsequently allowing for any necessary steps to be taken depending on the outcome obtained.

Moreover, the method equally makes it possible to have quantitative comparison of workers performance; which in turn opens way for effective quantitative analysis. Likewise, GRS is applicable in almost all types of jobs, therefore can be used universally in different kind of organizations for making evaluation process effective and responsive (Singh, 2015). GRS is one of the oldest and widely applied evaluation techniques, which to some extent demonstrate that most organization finds the method more effective as compared to other forms of evaluation. Majid, 2016). GRS is therefore one of the methods that is popularly known amongst most organizations, and has been implemented for purposes of enabling effective employees evaluation, owing to its simplicity, inexpensiveness, time consciousness, accuracy, and general ease of implementation.

Its effectiveness in terms of giving accurate results with comparatively less input of resources cannot simply be ignored, in the sense that its cost-effectiveness in addition to accuracy sets it apart from other methods used for performance evaluation purposes. In the following chapter, “Chapter Three,” the kind of methodology used in the research, in addition to other relevant details necessary at that particular stage such as research design, methods of collecting data among other such like information shall be discussed expansively. The information shall be discussed in relation to how GRS can be administered effectively in an organization to facilitate effective performance evaluation process, which ultimately leads to accurate and conclusive result, which can in turn serve as the basis of making effective and appropriate decisions.

The section hereby described will provide the benchmark for the analysis and ultimate research outcome altogether Chapter Three Methodology 3. However, Langos (2014) further notes that the outcomes of qualitative research are not quantifiable and measurable, which is one of the features that differentiate it from quantitative research. As such, this study brought in an aspect of quantitative research for purposes of analyzing, measuring and quantifying the ultimate outcomes of the data obtained so far. This bit was as well meant to address the notion that qualitative research in some cases normally reflects the opinion of the researcher as opposed to demonstrating the views of the vast population. The primary as well as supplementary data obtained from the involved participants shall be presented both in tubular, charts, as well as graphical forms, illustrating statistical data in form of percentages and graphical analysis.

The aim of this approach is basically to demonstrate how mangers can effectively apply GRS as a performance measure techniques, for purposes of reaching to a more accurate and conclusive results, which in turn can help a great deal in making crucial decisions affecting the organization in one way or the other. Appropriate evaluation system ought to ensure that the expectation of an organization is clearly defined, performance information is availed to the employees, successful areas as well as those which need improvements are identified, and performance information are documented for personnel record (Cengage Learning, 2010). Sampling Method By considering both convenience as well as the purpose of the study, a combination of purposeful and convenience sampling method was considered appropriate for the research.

Purposeful method is a technique used in research to select specific participants who have the ability to provide detailed and expansive information regarding the issue under study. On the other hand, convenient sampling is that which involve selecting participants who can be easily and conveniently accessed. In both cases, employees of a particular organization who could be accessed easily were selected owing to their ability to provide the required data concerning the issue under investigation Participants were therefore randomly selected across various department of the organization holding other factors constant, after which they were grouped according to their respective department from which they were picked. The interviews involved semi-structured questions presented one on one to the respondents. The questions were specific and relevant to the required information, and open-ended responses were equally encouraged, which were in turn noted and recorded for analysis.

Data Analysis The collected data were analyzed based on adjectival Likert scale used to evaluate employees on various dimensions of behavioral activities and performance levels. The scale examined individual workers across various departments based on the answers given regarding specific behavioral activities and performance related matters, which were comparatively quantified and graphically presented. After collection of the questionnaire forms from the selected respondents, the response received was therefore tabulated and analyzed through charts and graphical presentation. Key relevant information regarding the results and outcome of the data collected shall be outlined and emphasized through relevant supportive techniques applicable for purposes of ensuring that the research question is comprehensively addressed, and findings availed in a procedural and vivid manner. As such, the following chapter will basically present descriptive data aimed at supporting the information discussed in the previous chapter.

The analysis, presentation, and discussion part of this study shall be outlined in an expansive scope, using specific analytical tools such as graphs, tables, and charts in order to provide comparative analysis of the details collected from the participants. In other words, the following chapter will basically entail presentation, analysis, and result discussion aspect of this study, based on relevant applicable analytical tools, and in line with the main objective of the study in general. Chapter Four Results, Analysis, & Discussion 4. Through GRS, key attributes of employees which majorly affect organizations’ productivity can be evaluated and measured successfully. Some of the identified areas which can be examined based on the technique include: • Performance aspect- involving employees’ job knowledge in terms of whether they are aware of their responsibilities and duties, and be able to perform job duties effectively and vice versa.

Performance aspect normally evaluate if workers have full understanding of the assigned duties, and are competent enough to deliver what is expected of them in line with the objective of the organization (Marawar, 2013). • Behavioral aspect- normally reflects on the behavioral activities of workers, such as willingness to take responsibilities and remain accountable for the assigned responsibilities with or without managerial supervision, or how a particular worker normally responds to necessary duties in a given manner. Such factors further extend to individuals workers’ interpersonal relation qualities, as well as self-control attributes (Marawar, 2013). Given the competitive nature of the current corporate landscape, organizations tend to take evaluation of their employees performance very seriously, in order to gain and maintain reliable competitive advantage in the market.

As such, effective evaluation technique is a concern for managers as they require reliable information from which they can make appropriate decisions regarding their workers’ as well as organizations performance at large. Therefore going forward GRS shall still remain as the most extensively used evaluation techniques, owing to its accuracy, ease of implementation, as well as lower involved cost. Result Presentation Questionnaires Presentation shall be conducted based on the questionnaire responses received from the participants, which forms the basis of data analysis. A total of 6 questions touching on employees’ behavioral activities and performance in various dimensions were asked. On average it is possible to conclude that majority of the organization workers have knowledge of their work duties, which therefore can contribute positively in their general performance.

Tabular Form Question 2 Question 2: Does your work-volume and quality always meet the set requirements? Departments No (1) Somehow Not (2) Averagely (3) Somehow Yes (4) Yes (5) HR 1 4 Sales 1 2 2 Accounting 5 Procurement 1 1 3 Cust Care 2 3 Marketing 1 1 3 Based on the above table, different answers were received from the respondents concerning quality and volume of their work in respect to the set requirements of the organization. It is quite evident that the majority of workers at the organization normally meet the set volume and quality as per their management’s expectation. out of 5 employees in HR department always meet the set volume and quality of work, while 1 accepted to have somehow met the set requirements. employees in the sales department completely meet the requirements while 2 somehow meet the requirement, and 1 averagely meets the set goals.

Graphical Presentation: Question 3 Question 3: Do you normally take responsibilities and ready to be held accountable for your assigned duties? The above graph presents different answers received from the respondents regarding taking responsibilities and being accountable for the assigned duties across various involved departments. Procurement department recorded the highest points of workers willing to take responsibilities and be held accountable on matters pertaining to their assigned duties. Customer care department recorded the least score with only 2 out of 5 employees admitting to be ready to take responsibilities, while 2 are somehow willing, and the remaining 1 is averagely considering the need of taking responsibility. Both accounting and HR departments recorded the same score, having 4 employees in each department that take responsibilities and show willingness to be held accountable for their assigned duties.

The remaining 1 employee from each department mentioned to be somehow taking responsibilities. Marketing department recorded slightly different answers, as 1 out of 5 respondents declared average level of operation under no supervision. But all in all, majority of respondents mentioned that they effectively operate under no supervision, hence general performance of the organization may not be adversely affected. Personal Effectiveness: Tabular presentation question 5: Question 5: Have you ever made any error while performing your duties? Departments No (1) Somehow Not (2) Averagely (3) Somehow (4) Yes (5) HR 5 Sales 5 Accounting 5 Procurement 5 Cust Care 5 Marketing 5 The table above presents the answers received from respondents, pertaining to the question whether they have ever made mistakes while performing their duties. All 5 respondents from each and every involved department collectively gave similar answers across board, confirming that they have ever made errors while on duty.

Graphical presentation, question 5: From the above graph, it is quite evident that all the respondents provided unanimous response touching on whether they have made mistakes while on duty. Summery In the above chapter “Chapter Four” the results were presented, analyzed, and interpreted to demonstrate how workers can be evaluated in various dimensions while using simple rating methods. Three key aspects of employees behavioral activities and general performance were highlighted and tested based on the information previously gathered. The addressed aspects included behavioral factors, performance factors, as well as personal effectiveness, all of which were analyzed. It turned out that majority of the respondents demonstrated positive behavioral factors, self effectiveness, and performance qualities, in the sense that a good number of them have full knowledge of their duties, are capable of meeting the set requirements regarding work-volume as well as quality, and are willing to take responsibilities and remain accountable for their assigned duties.

Moreover, most of the respondents as well operate effectively under no supervision, and vary rarely commit errors, all of which serve as qualities which can be used to judge general performance of the respondents. The method equally allows for evaluating a range of employees performance aspects based on various metrics, measured through Likert scale. GRS enable effective evaluation and performance measure, through which managers can successfully examine their employees and make ultimate accurate and beneficial decisions, both for the organizations as well as workers, leading to general improvement and increased productivity. Specific dimension which can be evaluated through GRS include the following: • Performance aspect- involving employees’ job knowledge in terms of whether they are aware of their responsibilities and duties, and be able to perform job duties effectively and vice versa • Behavioral aspect- reflecting on the behavioral activities of workers, such as willingness to take responsibilities and remain accountable for the assigned responsibilities with or without managerial supervision, or how a particular worker normally responds to necessary duties in a given manner • Grading system aspects- touching on the appropriate time management, or the ability of workers to make appropriate schedules, or to which extent employees are organized • And Personal effectiveness- involving evaluation of individuals’ quality of work, such as relevance and accuracy while performing duties, touching on frequency or how often a particular employee The method has over the years stood the test of time, being one of the oldest and extensively used evaluation mechanisms, thanks to its accuracy, simplicity, time consciousness, and cost effective nature.

Managers therefore need to take advantage of the same, and put GRS in practice as a performance measure technique, in order to have quick, effective, and accurate results, obtain through cost effective method, and above all provided a benchmark upon which appropriate decisions are made for the benefits of their organizations at large. Recommendations Given that GRS evaluation technique majorly relies on traits of the involved workers as the point of measuring their performance, mangers should design the evaluation process in relation and consideration of the defined specific performance elements needed, based on the identified applicable performance dimensions, that can enable appropriate determination of behavior anchors which can be measured in order to minimize any possible rating errors. com/journal/index.

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