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Measurement System– The evaluation of people processes or outcomes requires the collection of data that requires measurement. Measurement or assessment is a process of assigning numbers according to some rule or convention to aspects of people, job success, or aspects of the staffing system. These measures are used in selecting individual employees or to assess the hiring process in general. The numerical outcome of a measurement is called data. Strategic staffing is the collecting and analyzing two types of data called predictive data and criterion data.
Types of Measurement System
The method of performance measurement varies according to the work environment, type of business and, to some extent, the employee’s occupation.
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Employee Performance Standards – Employee performance measurements can determine an employee’s compensation, employment status or opportunities for advancement. To assist with measuring employee performance, employers first establish performance standards. Performance standards define what it takes for employees to meet or exceed the company’s performance expectations.
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Graphic Rating Scales – Graphic rating scales are ideal for production-oriented work environments, as well as for other workplaces that move at a fast pace, such as those found in the food and beverage industry. A rating scale consists of a list of job duties, performance standards and a scale generally from 1 to 5 for rating employee performance.
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Management by Objectives – Management by objectives, or MBOs, are useful for measuring the performance of employees in supervisory or managerial positions. MBOs start with identifying employee goals, and from that point the employee and her manager list the resources necessary to achieve those goals.
- Forced ranking – It measures employees’ achievements against those of their peers, instead of comparing the employee’s current evaluation period against the employee’s own past performance. For this reason, forced ranking lends itself to creating a very competitive work environment.
