Performance Objective Measurements

Running Head : Performance Objective Measurement

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Introduction

In designing performance objective measurement , human resource managers should bear in mind several factors first of all is the fact that , the outcome of the performance objective measurement is determined by its appropriateness and suitability to the prevailing situation (Shonk James , 1992 . It is worth noting , that some performance objective measurements may be suitable for some groups and and unreliable for other groups . For instance , measurements used for high-skilled employees may fail if the same performance

objective measurements are applied to unskilled employees

Similarly , performance measurement tests for unskilled employees may fail miserably if applied to skilled employees . Designing of performance objective measurements is a demanding , involving and expensive process However compared to the losses which result if the performance objective measurements are designed poorly , it is better for the management to incur additional costs and come up with reliable measurements than administer measurements which are poorly designed . No matter the resources and time required for the design , there is a need for management to allocate sufficient funds to the designing of performance objective measurements . It is better for organizations to commit a lot of resources in the process and come up with the desired results than for priority to be given to saving costs yet end up with unreliable results

Designing different performance objective measurements should also be based on the fact that , the results of the measurement are influenced to some extent by the prior skills and knowledge of the employees taking the tests . Therefore if a general performance objective measurement is administered , it is likely to favor some employees and affect others negatively . It is better for management to insist on administering performance objective measurement tailored to the needs of the employees such as , prior skills , experience and knowledge of the employees so as to ensure objectiveness

Conclusion

The process of designing performance objective measurements should only be entrusted to qualified professionals . If the design of the measurement is not done with the experience of the employees in mind the results thereof are not reliable and this can translate into loss of time and money for organizations

Reference

Shonk and James H (1992 . Team-Based Organizations : Developing a Successful Team Environment . Homewood , IL . Business One Irwin

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Performance Objective Measurement...