Questions and Answers on Measuring Performance
Human Resource Management
Week 6 DQ1: Measuring Performance
Of this week's video segments - Ford, Metro Bakery, and BuyCostumes.com - how are their approaches to performance evaluation and performance management different? How are they similar?
Henry Ford offered higher salaries in order to attract and retain better workers which resulted in higher performance. By doing this he was able to have the best employees who made the best cars. Based on the video I am making the assumption that Ford Motor Company uses their compensation package and benefits to promote employee performance but I am unsure of how they measure performance. Metro Bakery has a standard performance evaluation that is conducted at 3 months, 6 months, and 1 year. They also give continual feedback to their employees. However their main focus is on customer service and how their employees interact with their customers. They also have the philosophy that if you don’t call, you don’t care. BuyCostumes.com allows their employees to rate themselves as a part of their performance evals. Then the manager completes the evaluation.
What is the process for performance evaluations in your organization? For progressive discipline?
According to our policies and procedures at my organization, the process for performance evaluation for employees, excluding faculty and MDs, is that each employee will have a 90 day evaluation from the date of hire and then annual evaluations. Annual evaluations must be completed within 30 days of an employee’s review date. The completed performance evaluation must be reviewed and approved by the next highest official to the rating supervisor. Employees must be allowed 30 days to make a formal request for reconsideration for their performance evaluation. The employee must sign the form stating that they have discussed the rating with the supervisor. They must also receive a copy whether they agree or disagree. Although this is the policy, it is not always followed. Evaluations
Week 6 DQ1: Measuring Performance
Of this week's video segments - Ford, Metro Bakery, and BuyCostumes.com - how are their approaches to performance evaluation and performance management different? How are they similar?
Henry Ford offered higher salaries in order to attract and retain better workers which resulted in higher performance. By doing this he was able to have the best employees who made the best cars. Based on the video I am making the assumption that Ford Motor Company uses their compensation package and benefits to promote employee performance but I am unsure of how they measure performance. Metro Bakery has a standard performance evaluation that is conducted at 3 months, 6 months, and 1 year. They also give continual feedback to their employees. However their main focus is on customer service and how their employees interact with their customers. They also have the philosophy that if you don’t call, you don’t care. BuyCostumes.com allows their employees to rate themselves as a part of their performance evals. Then the manager completes the evaluation.
What is the process for performance evaluations in your organization? For progressive discipline?
According to our policies and procedures at my organization, the process for performance evaluation for employees, excluding faculty and MDs, is that each employee will have a 90 day evaluation from the date of hire and then annual evaluations. Annual evaluations must be completed within 30 days of an employee’s review date. The completed performance evaluation must be reviewed and approved by the next highest official to the rating supervisor. Employees must be allowed 30 days to make a formal request for reconsideration for their performance evaluation. The employee must sign the form stating that they have discussed the rating with the supervisor. They must also receive a copy whether they agree or disagree. Although this is the policy, it is not always followed. Evaluations