BAŞARI DEĞERLENDİRMEDE ÇAĞDAŞ GELİŞMELER

Date

1977

Author

Dicle, Ülkü

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This article is an attempt to identify the meaning and importance of the term "performance evaluation", summarize the traditional performance evaluation techniques and indicate the contemporary developments in that field. Performance evaluation is one of the basic functious of personnel management. It is both a duty and a responsibility of every manager. It is utilized as a tool to serve many purposes. It provides information about the genera! situation and the future of organization; it helps managers to compare and make rational decisions on such subjects as promotion, transfers, training and wage and salary administration; It helps to evaluate the future managerial potential of organization; contributes to the formulation of the manpower policy of organization; and assures the members of organization of just and equal managerial practices. The study examines the factors affecting the performance of an employee on the job. Among these (1) personal competence; (2) achievment motive; (3) environmental conditions; and (4) organizational conditions are specifically discussed. In answering the question "how to measure performance?" such traditional techniques of performance evaluation as graphical rating scale! ranking, forced-distribution, check-list, forced-choice, critical incident, field-review, group appraisal free writing and peer rating are discussed. It is indicated that all of these methods are dominated by the following characteristics : employees are rated or evaluated only by managers; a number of factors which are not directly related to the job are used as measures of performance; the methods do not provide any feedback to employees who are being rated; and all of these methods evaluate the past performance and do not pay much attention to the future development of employees. Recently new ideas have been developed and new studies have been carried out to overcome the disadvantages of the traditional methods of performance appraisal. "Performance by objectives" is the most recently developed and the most widely accepted method of appraisal. It encourages empioyee participation, stresses joint appraisal by managers and employees, and puts much emphasis on the personal development of employees. The various aspects of performance by objectives are briefly explained and discussed in the last part of the article.

URI

https://hdl.handle.net/11511/110652

Collections

Department of Business Administration, Article