Briefly discuss the four types of job performance management techniques.

Question

What will be an ideal response?

Answer 1

Four of the most representative practices used to manage employee performance are management by objectives, behaviorally anchored rating scales, 360-degree feedback, and forced ranking.

Management by objectives (MBO) refers to a management philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals. Typically, employees meets with their managers to develop a set of mutually agreed-upon objectives that are measurable and specific. In addition, employees and their managers agree on the time period for achieving those objectives and the methods used to do so.

Behaviorally anchored rating scales (BARS) measure performance by directly assessing job performance behaviors. The BARS approach uses critical incidents (short descriptions of effective and ineffective behaviors) on a measurement instrument that managers can use to evaluate employee performance.

The 360-degree feedback technique is a performance evaluation approach that involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge (subordinates, peers, customers) about the employee's performance behaviors.

Forced ranking involves evaluations that make clear distinctions among employees in terms of their job performance. Forced ranking refers to Jack Welch's "vitality curve" that forces managers to rank all of their people into one of three categories: the top 20 percent (A players), the vital middle 70 percent (B players), or the bottom 10 percent (C players).