I want to study the impact of Social media usage on employee's performance so therefore i need measurement instrument for employee's performance if anybody can help me, or wants to give me some innovative advice how i can make my work unique than existing literature. Your suggestion and valuable comments will be appreciated.
Thank You very much.
Rana Sohail
I guess you should ask both of them the manger and the employees because the employees usually describe themselves in best way while the mangers usually be honest during the description.
I guess you should ask both of them the manger and the employees because the employees usually describe themselves in best way while the mangers usually be honest during the description.
Agree with dr. @ Zainab Al-Khafaji. Both manger and employee should be asked. It should be 360 degrees appraisal. The employee subordinate,s feed back must also be considered.
The employee as well as the manager should be asked to judge the performance.
Many universities in the USA ask faculty and staff to assess the performance of administrators including deans, Vice Presidents and even presidents. i am familiar with many USA companies that seek input from employees.
Thank you very much Dear, @Amir W.Al Khafaji, @Mahesh @jagmohan Sharma and @ Zainab Al-Khafaji.
Could you please share or suggest me Measurement Instrument for employee performance?
Thank you
Dear Dr. Jafar
Charbonnier-Voirin and Roussel (2012) provide an instrument for individual performance in organizations:
Charbonnier-Voirin, A., & Roussel, P. (2012). Adaptive Performance: A New Scale to Measure Individual Performance in Organizations. Canadian Journal of Administrative Sciences, 29(3), 280-293.
Kind Regards,
Andrea
Yes, it is possible to get the performance evaluation of an employee done by himself or herself. It is called self-evaluation. If it is coupled with a discussion it is called Self Appraisal and Discussion Method.
Any form can be used in this method and there is a main distinction in using the form. Evaluation forms are provided to each employee (subordinate) and they are asked to evaluate regarding their performance by themselves. Afterwards the employee with the form completed by himself or herself meets the superior who will discuss the subordinate’s ratings and make necessary moderations or changes where necessary so that a consensus of the evaluation between the subordinate and the superior occurs at the end.
This method may be more accurate compared with mere evaluation by the superior and final evaluation will be fairer. There may be bitter arguments between subordinate and superior and some superiors may not consent to discuss with subordinates. If the superior does not maintain proper recording of performance of the subordinate, does not do it genuinely or if the subordinates have superiority complex, the superior’s reluctance to discuss occurs. These things can be considered as disadvantages of the method.
What do you mean exactly by performance ? Be aware that there is gap between the way individuals perceive/describe/evaluate what they do and what they actually do. So I think you should distinguish between auto-evaluation/self-assessment of performance, from the point of view of the actors, and the measure of performance and their activities, based on external indicators and observations.
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