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Assignment 1

The document provides instructions for evaluating the performance of processors at a brokerage firm. It lists five criteria to evaluate processors: customer and peer feedback, sales revenue generated, responsiveness to feedback, percentage of tasks completed on time, and being on time and on budget. Standards and a rating scale will be used for each criteria. The manager's performance will be appraised using the Assessment Centre Method, which allows employees to understand how others observe them and impact performance, while also predicting future job performance through exercises. It is an appropriate method for a service-based company.

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136 views

Assignment 1

The document provides instructions for evaluating the performance of processors at a brokerage firm. It lists five criteria to evaluate processors: customer and peer feedback, sales revenue generated, responsiveness to feedback, percentage of tasks completed on time, and being on time and on budget. Standards and a rating scale will be used for each criteria. The manager's performance will be appraised using the Assessment Centre Method, which allows employees to understand how others observe them and impact performance, while also predicting future job performance through exercises. It is an appropriate method for a service-based company.

Uploaded by

Bon-BoniArnaiz TV
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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ASSIGNMENT #1

You are an owner of a brokerage in the city. Your employees consist of a manager, a secretary,
processor, accountant, clean-up crew, security guards, and cashier.

1. What criteria will you use for evaluating the performance of the processors? List at least five
criteria and briefly describe each of the items.
A. Customer and peer feedback - An employee with good customer feedback, even one
who is not making sales, can improve. One who has negative feedback will most likely
go down in sales over time. Remember that the customer can also be any internal peer
who works with, for, or alongside this employee.

B. Sales revenue generated - The revenue that each employee brings in on a monthly basis
reflects on that individual’s overall performance. The majority of our company is made
up of sales representatives, and they are measured by the total number of venues they
sign up to be listed on our site, which translates into how much revenue is made from
those venues.

C. Responsiveness to feedback - If an employee is doing something incorrectly, I don’t


want to hear excuses or justifications. However, I also don’t want my staff member to
blindly and soullessly adjust to my comments. My ideal worker would take feedback and
really think critically, such that he understands why he is being asked to change. Or
he has a two-way conversation with me about what is working and what is not.

D. Percentage of tasks completed on time - Each team member must maintain an up-to-
date task list that they can use to monitor their deliverables and measure their progress.
When evaluating the employee’s performance, check their rate of completion and
evaluate the quality of their tasks to ensure they are working on things that are in line
with the growth of the company.

E. Being on time and on budget - We go by delivering on time/on budget. So we track


every project and deliverable and determine whether it is on time and on budget. We
consider the person responsible time as part of the budget. As long as it’s both, we are
good. When it’s not, we discuss.
2. What standards will you use for each of these criteria? List the standards and a rating scale for
your standards.

3. You will meet with the manager to conduct performance appraisal with her/him. What
evaluation tool will you use? Explain why you chose this tool.
I will choose Assessment Centre Method.. The assessment centre method enables
employees to get a clear picture of how others observe them and the impact it has on their
performance. The main advantage of this method is that it will not only assess the existing
performance of an individual but also predict future job performance.
During the assessment, employees are asked to take part in social-simulation exercises
like in-basket exercises, informal discussions, fact-finding exercises, decision-making problems,
role-play, and other exercises that ensure success in a role.

The major drawback of this approach is that it is a time and cost intensive process that is
difficult to manage. It is ideal to use this type of method for a service-based company. And the
advantage of using ACM is
Enhance a participant’s knowledge, boost his/her thought process, and improve employee
efficiency. Can be tailored to fit different roles, competencies, and business needs
Offer an insight of the employee’s personality (ethics, tolerance, problem-solving skill,
introversion/extroversion, adaptability, etc.)

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