Absolute methods of assessment and methods based on metrics
In this article we will discuss the absolute methods of evaluation and methods based on standards. Follow us.
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It is the absolute ways in which staff members are not assessed on a relative basis by comparison with each other or by criteria, but in absolute terms, including the article method:
In this way, the evaluator (supervisor) is required to describe the staff member’s performance to be evaluated by writing an article or report clarifying strengths and strengths.
The staff member’s poor performance, skills and suggestions for improving his or her performance may sometimes be constrained by certain elements or limits in order to prevent further elaboration and prolongation.
This method does not require high training for evaluators and offers some ways to develop staff performance.
However, they are subject to a long time consumed by the evaluator in writing articles about all employees, are unregulated and subject to change and that the information available may be sufficient or insufficient (increased or decreased) depending on the article and depends entirely on the author’s abilities and skills.
Benchmarks-based methods where performance is evaluated for specific prescription factors or criteria and the assessment determines the extent or degree of availability of such factors by a staff member using graded measures that reflect staff members’ disparities in each evaluation factor and include:
1. Graph method: A number of performance-related elements are identified and placed on a roster and measured by a graded scale from (1-5). The evaluation process then selects the grade that represents or corresponds to the performance of the staff member in each element and the weight obtained by the staff member is collected to determine his or her overall evaluation.
2. Behavioral listing method: Lists with phrases and sentences (behavioral examples) are designed that describe specific behaviors as a tool for assessing aspects and behavioral characteristics of performance. Each set of sentences and phrases aims to measure an element of performance such as ability to learn, accuracy, personal relationships and responsibility.
3. Compulsory selection method: A list of phrases and sentences describing the level of work performance is designed. Each set contains two descriptive sentences in the form of positive and negative diodes. The evaluator (supervisor) selects one sentence from each group applicable to the employee’s performance.
… from a viewpoint and then the list is analyzed by giving each sentence a certain weight and then determining the result of the performance calendar of the employee on the final result of the total total weight.
4. Critical Fact Method: It depends on observing an employee’s behaviors during performance and work and recording observations by the evaluator…
(Supervisor) In a special registry for each employee, the registry may include a specific division as specific categories such as cooperation, accuracy, following instructions and taking responsibility. At the time of periodic evaluation, the supervisor shall review the employee’s behavioral record and then issue judgment on the performance of the employee through these previously observed behaviors.