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responGraphic Rating Scale Method Provide the textbook definition for that particular performance appraisal (from our current textbook or other valid resource). A scale that list a number of traits and range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait. Describe the pros and cons of the performance appraisal as identified in the textbook or other valid resource. The pros for this rating system is that you get a very clear picture as to how you’re ranked. It shows your responsibilities which indicates the makers used for this grading scale. The cons is that it can still be very uncomfortable to the employee. It can also be very intense if the employee and supervisor don’t agree. Tell about your own personal experience with its use and whether you would recommend the continuation of the method or the suggestion of another. I have plenty of experience with this method. I have been on both sides of the fence on this one. Their have been times where I ranked myself higher than my manager only to have us disagree, never did agree, on the rating. I’ve also gotten a higher rating than expected. In my field, its difficult to measure performance sometimes, so if there is no continuous dialogue during the year, the appraisal meeting feels like doom and gloom. Of course, that falls on the employee to own his/her career. The touchpoint meetings during the year help you gauge your performance and lets you know where you are currently. What metrics do you think are most crucial to your organization? Why? (Identify at least two (2) metrics and provide the formula that would be used for each.) Accident Incident/ Near Miss Report: This are GE takes very seriously. We are a VPP 5 Star facility due to our incident report. Their have contractors dismissed due to not reporting an incident. Employee safety is taken very seriously. Electronic Communication: I’m referring to cyber security. 3 years ago a GE employee was caught sharing sensitive company information with competitors. Since that time GE scrutinizes in files being copied from its equipment. We have to get cyber permission to copy files to a jump drive. GE has sophisticated firewall software that only current employees have access to. What data or information needs to be gathered or tracked to calculate these metrics? Incidents and Near Miss must be reported by filling out a form and taking it to the facility director. People can also put the form in a report box. There is also a link called genusuite where employees can report potential concerns. All data using the GE network is monitored. If you download software not purchased thru GE they will remove it without your permission and you will be warned and your manager notified. How will the data be analyzed or benchmarked? In other words, what will you compare the data to? Incident are ranked based on severity and a scorecard is compiled at the end of the year. No data used for electronic communication. How will the analysis be used for action planning, development/ improvement, or problem solving? The scorecard is used to show the employees commitment to reporting incidents, as well as, improving the safety of the workplace. It helps identify hazardous areas and work to improve them. Cyber data is not shared with the employees.

Answer 1

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In a company, performance appraisal is very critical in which employees and manager need to know about their performance means where they stands in the company based on their actual performance and set standards. for performance appraisal, i think your proposed Graphic Rating Scale is very good tool to know about the traits of employees and managers. This rating helps managers to quantify the behaviors displayed by its employees.

I think when you have employees in the company from different backgrounds then this tool will help you to understand their different traits and behaviors related to job performance.

In your post you described the case of GE where i think that company took the right step to scrutinize the employees action because employees are expected to perform those task which are under their job description and they should maintain the confidentiality of company by not involving in any conduct which break company's policies.

the step of near incident report and balance scorecard was good move by manger to get notified of the action of employees in the company so that such incidents like GE do not occur.