HR Evaluation Methods and it's Importance..

   

HR Evaluation methods...

 A. Graphic Rating scale Method

 B. Essay method 

C. Critical incident method

D. MBO- Management by objectives 

E. 360 Degree Feedback Model

A. Graphic Rating scale Method

  The graphic Rating Scale is a performance appraisal method to evaluate employee engagement, performance & productivity-related criteria.

Respondents can indicate their feelings about a topic by selecting a specific choice on a line or scale. The answer options are displayed on a scale of 1-3, 1-5, etc., using a graphic rating scale. One popular example of a visual rating system is the Likert scale. This rating system is frequently used by HR managers to assess staff members.

B. Easy Method

The Essay Method requires a narrative about an employee's work that is written down. The assessor composes an elaborate composition outlining the worker's advantages, disadvantages, accomplishments, and potential growth areas. And also this approach can be subjective and time-consuming and it yields qualitative data.

C. Critical incident method

The Critical Incident Method focuses on "critical incidents" that have significantly impacted a staff member's performance. Assessors record and analyze these occurrences to generate a comprehensive evaluation of the worker's assets and deficiencies.

 

Example: 

   When a worker resolved a client complaint with great expertise, the manager would note this as a good illustration of the worker's problem-solving abilities. On the other hand, a failure to achieve a deadline by an employee would be noted as a need for improvement.

 

          This video explains the critical Incident method in detail.

 D. MBO- Management by objectives 

Under the Management by Objectives (MBO) method to performance management, managers and staff work together to establish clear, quantifiable goals. The accomplishment of these goals serves as the basis for performance evaluation.

An employee might decide, for instance, that they want to raise sales by 20% in the upcoming quarter. This goal's progress would be regularly assessed by management and the employee and the employee's performance would be assessed in connection to the goal's achievement.

   E. 360 Degree Feedback Model

 Performance reviews are obtained from peers, superiors, subordinates and sometimes even customers under the 360 Degree Feedback Model. This method provides a comprehensive examination of an employee's performance from multiple perspectives.

An employee gets input, for instance, from their supervisor, coworkers, superiors, and clients. This feedback may address leadership, collaboration, and communication abilities, giving a comprehensive evaluation of the worker's performance.

The Importance of  evaluation methods

Techniques for evaluating jobs are crucial to preserving internal equity in businesses. Companies may make sure that employees receive fair compensation depending on the nature and requirements of their positions by methodically evaluating and comparing the worth of various jobs.

And also Evaluation techniques like the 360-Degree Feedback and Graphic Rating Scale offer systematic and impartial standards for judging performance. By reducing subjectivity and biases, this objectivity contributes to fair assessments that follow uniform criteria. These techniques help produce assessments that are more accurate, which can help with decision-making about incentives, promotions, and areas in need of improvement.

Conclusion

To sum up, HRM evaluation techniques are critical to detecting growth needs, supplying unbiased assessments, guaranteeing that worker performance is in line with company objectives, and helping HR managers make wise judgments. Organizations can improve performance management procedures, support staff growth, and increase overall success by putting effective evaluation strategies into place. When these techniques are strategically applied, workers become more engaged and motivated, which ultimately helps the organization achieve its long-term goals.

References

Aguinis, H., 2019. Performance Management. 4th ed. Chicago: University of Chicago Press. Available at: https://www.emerald.com/insight/content/doi/10.1108/IRJMS-09-2022-0091/full/pdf

Bratton, J. and Gold, J., 2017. Human Resource Management: Theory and Practice. 6th ed. London: Palgrave. Available at: https://www.academia.edu/8674567/Human_Resource_Management_Theory_and_Practice_9780805838626

https://unstop.com/blog/job-evaluation-methods-in-hrm