Hrm 531 Week 6 Team Performance Assessment

Ratings are company-based: 4-superior response, 3- response above average, 2- average response, 1- poor response. Weighs are industry-base

See the assignment grading key on the last page for the evaluation criteria used to grade this assignment.

Markers must mark each of the attributes and competencies globally. Judgment must be used in assessing the competencies exhibited in the candidate’s response and assigning a mark for each competency. Guidelines for weighting the various attributes are indicated throughout the assessment guide.

Participants are judged on a range of areas depending on what category their presentation is in. The categories range from a number of FCS related areas and values. Members are graded on one to five points in every area on the judge’s rubric sheet and recieve feedback for state.

After answering all of the respected questions thoroughly and to the best of your team’s ability, you will then move forward in transferring the data on the worksheets into the summary of assessment items form. Fisher (2004) states that we take each percentage and multiply that number by the points allowed which gives us our total number for that section. For example, if section 1.1 A totaled fifty percent, we would then multiply that by the total number of points allowed which would be 75. The number of points scored would be 35. We would follow this process for each categorical section. Once this is completed, we tally up all of the combined points. According to Fisher’s assessment criteria, the maximum amount of total possible points is 1000. Fisher (2004) reported that most organizations score between 250 to 375 points. Caravatta (1997) builds upon

Likewise, councilmember Eric Egan proposed that applicants should also include a resume of past businesses and references, for Council to get a good idea of the person applying and to also award brownie points based on the 4,000 point grading scale the City and HdL consultants will be using to rank individuals.

I am giving myself this rating because even though I possess a lot of the soft skills needed , I am unfortunately lacking in some departments. One of my strengths is that I am a great team player. I am willing to work as a team member and even take charge of a team if necessary to the team dynamics. I am also very responsible. I always show up on time and complete all of my work. I have a very sharp attention to detail and I am very capable of multitasking. According to the article, “As one employer said, ‘We want somebody who shows up on time, somebody who works hard and someone who’s trainable.’ (Arkansas Department of Education, 2007, p.13)” (Robles, 458). In my opinion and based off my employment experiences, I definitely fit into this employer’s ideal employee. However, I am also lacking in some aspects of professionalism. One area is positive attitude. There are some days where it is hard for me to stay positive and seem happy while at work or at school. Those days are days I just want to go home and lay sedentary in bed all day. Even though I am known as a happy person, I can only take so much before I break down and need a recharge. Another area I am lacking in is my work ethic. This sort of goes together with the positive behavior where even though I am known as someone who works my butt off, I can have a rough day at work just like anyone else. On those days I find it hard

Each performance plan should include at least 3-4 main objectives. In each appraisal, be sure to include three strengths and three areas of improvement for employees. Listed improvements should pertain to skill quality, such as time-management rather than like frequently being late. A scale of 1 to 5 should be used to evaluate employees. 1 = constantly exceeds requirements and 5 = does not meet the requirements at all.

After calculating the weighted individual scores, Individual ranking score is calculated as shown in Table 3. Location 2 has a weighted score of 1.38, indicating that it is the most potential location for a new big store among the three available

BARS systems focus on a collection of statements that describe effective and ineffective behaviors and the evaluator simply selects the statements that best describe what the employee does. The best feature of this method is that personal bias is limited since the levels are selected based on evidence not feelings ("Performance Appraisal Methods," n.d.). As evidence of the effectiveness of this method, teachers in Illinois are measured on a scale like that was developed by Charlotte Danielson. Principles cannot unfairly evaluate teachers they either like or dislike since they can only give a rating based on evidence collected, bias and judgmental statements cannot be submitted as evidence (Danielsongroup, 2013). While this method does have some great positives it also has some downfalls. First the scoring system might be costly to develop if each secretary has very different job functions. If all the staff have similar job functions this issue would be minimized. The second major issue that arises from this method is that the person who is doing the evaluations needs to be trained on the system, and taught what evidence is and what is not. While this is not a major hurdle, it can cause some delay in the implementation of the process ("Performance Appraisal Methods,"

* Capability assessment: ratings at or above standard (2 or 3 rating on a 5-point scale with 1 as the top) with one or two capabilities as a strength (2 or 1 rating)

> Experience in the field. You may know a lot about the business but do not have enough experience. The rating will depend on your answers to the following questions:

Eastern Medicine Company uses the rating scales whereby the organization’s employee’s performances rated against a given scale. The rating method of employee appraisal helps the management determine which area the examination will evaluate (Lyster & Arthur, 2007). For instance, the examination can be used to evaluate the teamwork, reliability, job skills and communication skills. The appraisal is used to assess the collaboration of the workforce in the various department, job skills of each employee are evaluated against the developed scale and the communication amongst employees and with their superiors.

Graphic Rating Scale is the most common and easiest way to evaluate an employee. This requires the employee to be graded on a scale of low to high (lower numbers being a poor performer and higher being an excellent performer) against their peers in several areas that have been pre-determined by the department and/or the Human Recourses department. The categories that a usually measured are the quality of work, teamwork, sense of responsibility, and ethics. (Chand A. s., n.d.) There is usually a minimum grade that must be achieved to determine if the employee poor, average, good, or excellent in each category. Some of the advantages in using this method is that it is easy to user friendly and

In this process the employee who is the highest on the characteristic being measured and also the one who is L lowest, are indicated. Then, the next highest and the next lowest between next highest and lowest until all the employees to be rated have been ranked. Thus, if there are ten employees to be appraised there will be ten ranks from 1 to 10.