Performance Evaluation Systems

Comparative systems and absolute systems are two types of systems that can be used to evaluate employee performance and competencies. As discussed in Chapter 5, there are advantages and disadvantages associated with these systems.

As the newly hired HR Director for a large manufacturing organization, which makes parts for cell phones, you have been informed that the current performance evaluation system that is utilized is almost nonexistent. In fact, it has been almost three years since employees have been assessed. You have been asked by upper level management to do the following:

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1- Explain what type of performance evaluation system you would use to evaluate factory workers. Justify why you believe this is the right system to use.
2- Based upon the selected system, what assessment method would you utilize? Justify why you believe that this is a quality assessment method.
3- Explain how the selected system and method are aligned with or different than performance management practices in the manufacturing industry.
Your well-written paper should meet the following requirements:

The paper must include an introduction paragraph (interesting Introduction also & (for Example the following paper will….etc..) , the essay’s body, and a conclusion paragraph to address the assignment’s guide questions. Do not address the questions using a question-and-answer format.
• Be 5 pages in length,. which does not include the required title and reference pages, which are never a part of the content minimum requirements.
• APA 7 ed. style.
• Support your submission with course material concepts, principles, and theories from the textbook and at least Three scholarly, peer-reviewed journal articles unless the assignment calls for more.

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Book Details:
Managing Performance for Results Performance management 4th 978-0-9988140-8-7 9780998814094 Chicago Business Press. Aguinis, H. 2019. For more information on Performance Evaluation Systems check out : https://www.youtube.com/watch?v=zQKirlSGJ_k

Attachment : Book ch5 ch 5

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