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Chapter 5 Measuring Results and Behavior

This document discusses different approaches and methods for measuring employee performance. It provides examples of accountabilities and competencies that can be used in performance reviews. Specifically, it discusses: 1) Developing objectives, standards, and competencies to take a results-oriented approach to performance measurement. 2) Examples of accountabilities at Target Corporation, such as leading processes and meeting strategic goals, with objectives like cutting travel costs by 50%. 3) An example competency of "consideration" with indicators like supporting subordinates' projects and getting to know employees personally. 4) Absolute performance measurement systems including essays on strengths/weaknesses, behavior checklists, and critical incidents reports.

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Tin Portuzuela
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387 views

Chapter 5 Measuring Results and Behavior

This document discusses different approaches and methods for measuring employee performance. It provides examples of accountabilities and competencies that can be used in performance reviews. Specifically, it discusses: 1) Developing objectives, standards, and competencies to take a results-oriented approach to performance measurement. 2) Examples of accountabilities at Target Corporation, such as leading processes and meeting strategic goals, with objectives like cutting travel costs by 50%. 3) An example competency of "consideration" with indicators like supporting subordinates' projects and getting to know employees personally. 4) Absolute performance measurement systems including essays on strengths/weaknesses, behavior checklists, and critical incidents reports.

Uploaded by

Tin Portuzuela
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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LEARNING

OBJECTIVES
Adopt a results approach to measuring performance,
including the development of accountabilities, objectives and
standards;
Identify performance standards that are related to the
position, concrete, specific, measurable, practical to
measure, meaningful and achievable and reviewed regularly;
Adopt behavior approach to measuring performance
including the identification and assessment of competencies
EXAMPLE OF
ACCOUNTABILITIES IN
“TARGET CORPORATION”
Process leadership. Leads the strategy and directions of
assigned processes. Coordinated related projects and
directs or manages resources. This is extremely important to
the functioning of Target leadership and the ability of
executives to meet strategic business goals. If this position
is managed improperly, then it will lead to a loss of the
money in training costs and leadership ineffectiveness (40%
of time).
Example: Cut travel cost by 50%

Challenging but not impossible to achieve


Between 5-10 objectives per review period
Includes usefulness, responsivenes, feedback from customers- complaints, returns
EXAMPLE OF COMPETENCY
AND ITS INDICATORS
Competency: Consideration
Indicators:
• Support subordinates’ projects
• Asks about the well-being of employees’ lives outside of
work
• Encourages subordinates to reach established goals
• Gets to know employees personally
• Shows respect for employees’ work and home lives
ABSOLUTE SYSTEMS
1. Essays – a written description of each employees strengths and
weaknesses and makes suggestions for improvements
2. Behavior checklists – consists of a form listing behavioral
statements that are indicators of the various competencies to
be measured. The supervisor’s task is to indicate “check”
statements that described employee being rated
3. Critical incidents measurement – involves gathering reports of
situations in which employees exhibited behaviors that were
especially effective or ineffective in accomplishing their jobs.
4. Graphic rating scales – the most popular tool used to measure
performance. Its aim is to ensure that the response categories
(ratings of behavior) are clearly defined, that interpretation of
the rating by an outside party is clear and that the supervisor
and the employee understand the rating.
ESSAY
BEHAVIOR CHECKLISTS
CRITICAL INCIDENTS

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