Q. 5 Describe the concept of Key Performance indicators (KPIs). Enlist some KPIs for teachers working in Primary Schools
Course: Management Strategies in Educational Institutions
Course Code 8615
Topics
- Concept of Key Performance Indicators
- Enlist some KPIs for teachers working in Primary Schools
- Objectives of Performance Appraisal
- Advantages of Performance Appraisal
Answer:
Performance Appraisal is the systematic evaluation of the performance of employees and to
understand the abilities of a person for further growth and development.
Performance appraisal is generally done in systematic ways which are as
follows:
1.
The supervisors measure the pay of employees and
compare it with targets and plans.
2.
The supervisor analyses the factors behind the work
performances of employees.
3.
The employers are in a position to guide the employees
for better performance.
Objectives of Performance Appraisal
Performance Appraisal can be done with the following objectives
in mind:
1.
To maintain records to determine compensation
packages, wage structure, salary raises, etc.
2.
To identify the strengths and weaknesses of employees
to place the right men on the right job.
3.
To maintain and assess the potential present in a
person for further growth and development.
4.
To provide feedback to employees regarding their
performance and related status.
5.
To provide feedback to employees regarding their
performance and related status.
6.
It serves as a basis for influencing the working habits of
the employees.
7.
To review and retain the promotional other training
programs.
Advantages of Performance Appraisal
It is said that performance appraisal is an investment for
the company which can be justified by the following advantages:
1.
Promotion:
Performance Appraisal helps the supervisors to chalk out the promotion
programs for efficient employees. In this regard, inefficient workers can be dismissed or demoted in case.
2.
Compensation:
Performance Appraisal helps in chalking out compensation packages for
employees. Merit rating is possible through performance appraisal. Performance
Appraisal tries to give worth to a performance.
Compensation packages which include
bonuses, high salary rates, extra benefits, allowances, and prerequisites are
dependent on performance appraisal. The criteria should be merit rather than
seniority.
3. Employee Development:
The systematic procedure of performance appraisal helps the supervisors frame training policies and programs. It helps to analyze the strengths and
weaknesses of employees so that new
jobs can be designed for efficient
employees. It also helps in framing future development programs.
4.
Selection Validation:
Performance Appraisal helps the supervisors to understand the validity
and importance of the selection procedure. The supervisors come to know the
validity and thereby the strengths and
Weaknesses of the selection procedure.
Future changes in selection methods can be made in this regard.
5.
Communication:
For an organization, effective communication between employees and
employers is very important. Through performance appraisal, communication can
be sought in the following ways:
I.
Through performance appraisal, employers can understand
and accept the skills of subordinates.
II.
The subordinates can also understand and create trust
and confidence in superiors.
III.
It also helps
in maintaining a cordial and congenial labor-management relationship.
IV.
It develops the spirit of work and boosts the morale
of employees.
All the above factors ensure effective communication.
6.
Motivation: Performance appraisal serves as a
motivation tool. Through evaluating the performance of employees, a person’s efficiency can be determined if the targets are achieved. This very well
motivates a person for better job and helps him to improve his performance in
the future.
Past Oriented Methods
1.
Rating Scales: Rating scales consist of several numerical scales representing job-related performance criteria such as dependability, initiative, output,
attendance, attitude, etc. Each scale ranges from excellent to poor. The total
numerical scores are computed and final conclusions are derived.
Advantages –
Adaptability, easy to use, low cost, every type of job can be evaluated, large
number of employees covered, no formal training required. Disadvantages –
Rater’s biases.
2. Checklist:
Under this method, a checklist of statements of traits of employees in the
form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and the HR department does the actual evaluation.
Advantages – economy, ease of administration, limited training required,
standardization. Disadvantages – Raters biases, use of improper weighs by HR,
does not allow rater to give relative ratings.
3. Forced Choice Method:
The series of statements arranged in the blocks of two or more are given and the rater indicates
which statement is true or false. The rater is forced to make a choice. HR department
does the actual assessment. Advantages – Absence of personal biases because of
forced choice. Disadvantages – Statements may be wrongly framed.
4. Forced Distribution Method:
here employees are clustered around a high point on a rating scale. The rater is compelled to distribute the employees on all points on the scale. It
is assumed that the performance conforms to normal distribution. Advantages
– Eliminates Disadvantages – Assumption of normal distribution, unrealistic,
errors of central tendency.
5. Critical Incidents Method:
The approach is focused on certain critical behaviors of employees that
make all the difference in the performance. Supervisors as and when they occur
record such incidents. Advantages – Evaluations are based on actual job
behaviors, ratings are supported by descriptions, feedback is easy, reduces regency
biases, chances of subordinate improvement are high. Disadvantages – Negative
incidents can be prioritized, forgetting incidents, and overly close supervision;
feedback may be too much and may appear to be punishment.
6. Behaviorally Anchored Rating Scales: statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.
7. Field Review Method:
This is an appraisal done by someone outside the employees’ own department
usually from the corporate or HR department. Advantages – Useful for managerial
level promotions, when comparable information is needed, Disadvantages –
Outsider is generally not familiar with employees' work environment, Observation
of actual behaviors not possible.
8. Performance Tests & Observations:
This is based on the test of knowledge or skills. The tests may be
written or an actual presentation of skills. Tests must be reliable and
validated to be useful. Advantage – Tests may be apt to measure potential more
than actual performance. Disadvantages – Tests may suffer if the costs of test
development or administration are high.
9. Confidential Records:
Mostly used by government departments, however, its application in industry is not ruled out.
Here the report is given in the form of the Annual Confidentiality Report (ACR) and
may record ratings concerning the following items; attendance, self-expression, teamwork, leadership,
initiative, technical ability, reasoning
ability, originality, resourcefulness, etc. The system is highly secretive and confidential. Feedback to the assessed
is given only in case of an adverse entry. The disadvantage is that it is highly
subjective and ratings can be manipulated because the evaluations are linked to
HR actions like promotions etc.
10. Essay Method:
In this method, the rater writes down the employee description in detail
within many broad categories like overall impression of performance, promoting the ability of the employee, existing capabilities and qualifications of performing
jobs, strengths and weaknesses, and training needs of the employee. Advantage – It
is extremely useful in filing information gaps about the employees that often
occur in a better-structured checklist. Disadvantages – It is highly dependent
upon the writing skills of rater and most of them are not good writers. They
may get confused because success depends on the memory power of raters.
11. Cost Accounting Method:
Here performance is evaluated from the monetary returns yield to his or
her organization. The cost to keep employees, and benefits the organization derives
are ascertained. Hence it is more dependent upon cost and benefit analysis.
12.
Comparative Evaluation Method (Ranking & Paired Comparisons): These are collections of different
methods that compare performance with that of other co-workers. The usual
techniques used may be ranking methods and paired comparison methods.
o
Ranking Methods: Superior ranks his workers based on
merit, from best to worst. However how best and why best are not elaborated in
this method. It is easy to administer and explain.
o
Paired Comparison Methods: In this method, each
employee is rated with another employee in the form of pairs. The number of
comparisons may be calculated with the help of a formula as under.
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