Answered Essay: The acting head of software development advises you that she wants to develop an effective
Expert Answer
To:
Marie Richards
Head of Software Development
Zing LLC
From:
Vendy Peters
Head of HR
Zing LLC
Date: 04-July-2014
Subject: Peformance Appraisal Methods
With our conversation getting better, following are the different Performance appraisal methods we could choose from within and I would recommend you choose one of the alternatives from the below list, which was chosen carefully based on the nature of our Organisation, background of our emloyees and the society as a whole.
Firt Option: Ranking Method. With a Traditional nature of our Organisation and its founders and top management, we could potentially consider this systematic method of performance appraisal in which an employee is compared with all others on a pre defined performance metrics and are ordered or ranked on the order of their performance. where the employees are ranked best performance to worst. By this methods we can reward high performers and have motivational programs for medium to worst performers, a thing important for software engineers.
But, this method cannot determine the detailed level of how an employee has performed, as well this will be a complicated one to rank a large pool of resources, also gets complicated to compare individuals with varied traits and skills.
Second Option : Grading Method. With this option we could define parameters and categories of performance standards like Excellent, Normal and needs improvement and employee performance is compared with these standards. The employee is, then, allocated to the grade that best describes their performance.
This would be good, when we have equal set of resources on the different standards. But the main drawback is that this method could potentially rate most of the employees on the higher side of their performance
Third Option: 360 Degree Method.This could potentially be the Best method, where an emloyee is appriased by all whom they interact with, like their managers, peers, customers, stakeholders etc to give a 360 degree opinion of an employee and appraise them on their skills, abilities, behaviour etc.
In this Method, appraisal is done upon the feedback on overall ground and could potentially be accurate and realistic.
But on the downside this method may suffer from the subjectivity on the part of the appraisers.
Do come back after reading.
Faithfully..
