FACULTY OF ADMINISTRATION AND BUSINESS

Traditional assessment methods of

performance
Course - Section:
Human Talent Management Course

Teacher:
Nilton Angel Garay Zubia

Student:
Julissa Maira Apaza Peralta U17102791
Bruno Gonzalo Rodriguez Talavera U20204060
Nayely Olenka Sanchez Mamani U20100231
Nikol Sthefani Sosa Torres U18203932

AREQUIPA - 2022
INTRODUCTION

Measuring employee performance is an essential task.

for the success of an organization

It is the determining factor in salary increase and promotion.

of an employee, but also because it can evaluate the
skills, strengths, and weaknesses of a worker with precision.

Choosing one or several performance evaluation methods is more

more important than ever, as it reflects what you think and how much you care
the morale of the employee matters.
 It is a systematized process through which the work performed is evaluated.
collaborator for a certain period of time,
It usually takes place in the workplace as the annual or quarterly process that involves
evaluate the job performance and productivity of each employee

WHAT IS A METHOD
OF PERFORMANCE EVALUATION?

Can help determine salary increases and promotions.

It is a means to obtain data and information that can be recorded, processed, and
channeling to improve human performance in organizations.
 FACTORS THAT
AFFECT THE
PERFORMANCE OF
CARGO
BASIC PRINCIPLES
FROM THE EVALUATION
DE
PERFORMANCE
TRADITIONAL
 INDICATORS INDICATORS OF
STRATEGIC MANAGEMENT

Degree of compliance with the • Achievement of the processes and

objectives
activities
Correct or strengthen the
strategies • Data on activities and
They have a direct impact
components
ADVANTAGES AND
DISADVANTAGES
 MAIN
METHODS
TRADITIONAL
S
 PERFORMANCE EVALUATION METHOD
BY MEANS OF GRAPHIC SCALES

CONCEPT It is about a method that evaluates performance of the

people through previously established evaluation factors
defined and graduated. This method uses a form of
double entry in which the horizontal lines represent the
CLASSIFICATION
performance evaluation factors, while the
Columns (vertical sense) represent the degrees of variation
detailed factors.
ADVANTAGES

DISADVANTAGES
 PERFORMANCE EVALUATION METHOD
THROUGH GRAPHIC SCALES

CONCEPT

Where the two points are defined

extremes and performance evaluation
CLASSIFICATION GRAPHICAL SCALES It can be placed at any point.
CONTINUATIONS: from the line that connects them, in this case there is
a minimum limit and a maximum limit for the
variation of the evaluated factor.
ADVANTAGES

DISADVANTAGES
 PERFORMANCE EVALUATION METHOD
THROUGH GRAPHIC SCALES

CONCEPT

Where the treatment is identical to that of

CLASSIFICATION GRAPHIC SCALES the continuous but where in the
SEMICONTINUOUS: extreme points of the scale are
include defined intermediate points
that facilitate the evaluation.
ADVANTAGES

DISADVANTAGES
 PERFORMANCE EVALUATION METHOD
BY MEANS OF GRAPHIC SCALES

CONCEPT

In which the position of their brands

GRAPHIC SCALES is established and described previously and the
CLASSIFICATION DISCONTINUOUS
evaluator chooses one of them to
evaluate the performance.

ADVANTAGES

DISADVANTAGES
 PERFORMANCE EVALUATION METHOD
BY MEANS OF GRAPHIC SCALES

CONCEPT

CLASSIFICATION

ADVANTAGES

DISADVANTAGES
 METHOD OF PERFORMANCE EVALUATION
BY GRAPHIC SCALES

CONCEPT

CLASSIFICATION

ADVANTAGES

DISADVANTAGES
 FORCED CHOICE METHOD

CONCEPT The forced choice method consists of evaluating the

performance of individuals through descriptive sentences of
certain alternatives of types of individual performance.
In each block or set of two, four or more sentences, the
the evaluator must necessarily choose only one or both that
ADVANTAGES more apply to the performance of the evaluated employee. This
explain the term "forced election".

DISADVANTAGES
 FORCED CHOICE METHOD

CONCEPT

ADVANTAGES

DISADVANTAGES
 FORCED CHOICE METHOD

CONCEPT

ADVANTAGES

DISADVANTAGES
 FIELD RESEARCH METHOD

This method is based on interviews with a specialist in

evaluation with the immediate superior of the subordinates,
with which the performance of these is evaluated and
they record the causes, origins, and reasons for such
performance based on the analysis of facts and
situations.
ADVANTAGES
 CHARACTERISTICS
1.-Initial evaluation interview

2.-Analysis interview Each worker is evaluated in depth through

complementary questions that the specialist poses to the boss.

Advisory to the evaluated

Readjustment of the evaluated
3.- Planning of the measures Training of the evaluated
Dismissal and replacement of the evaluated
Promotion to another position
Retention of the evaluated in the current position

4.-Subsequent follow-up of the It starts from the assessment or verification of performance.

results each evaluated over time.
 ADVANTAGES DISADVANTAGES

- Allows the supervisor to view the content of

o High operating cost due to the performance
the low positions, their responsibility and the
o Slowness of the process due to the one-on-one interview
skills, capabilities, and knowledge that
one of the workers subordinate to the supervisor
demand.

- Allows for a thorough, impartial assessment

objective of each worker.

- It allows planning measures to overcome the

obstacles and improve performance.
 EXAMPLE

ADVANTAGES
 CRITICAL INCIDENTS METHOD

It is a traditional method of performance evaluation.

very simple and based on extreme characteristics
(critical incidents) that represent performances
extremely positive (success) or negative (failure)

ADVANTAGES
 EXAMPLE

ADVANTAGES
 PAIRWISE COMPARISON METHOD OR
COUPLES

It is not advisable to obtain results

precise
It is very subjective and lends itself to influences.
personal matters that alter the evaluation
ADVANTAGES
Compare the collaborators or job positions
two by two
Tiene como objetvo determinar el mejor empleado
in each of the pairs according to a criteria
of measurement
 Advantages Disadvantages
• It is subject to distortions
• Simple and of for personal reasons and
easy application acontecimientos recientes
• It is based on the • It can be boring and
prints and uncontrollable when there is
work experience a large quantity of
employees to be evaluated
with the collaborators to
• It is commonly used as
analyze last option and when the
• Facilitates the taking of evaluators cannot
decisions execute methods of
more precise evaluation
 PRACTICAL CASE 1
EVALUATION: INITIATIVE
Criterion to be evaluated: Initiative A B C D
A-B X
A-C X
Collaborator Variable A-D X
A Jacinto Suarez B-D X
B Olivia Duarte C-B X
C Marcela Agudo C-D X
D Fabiola Guirado TOTAL 2 1 3 0

EVALUATION: INITIATIVE
Variable Collaborator Score
Formula: A Jacinto Suarez 2
== 6 B Olivia Duarte 1
C Marcela Agudo 3
6 comparisons need to be made D Fabiola Guirado 0
 PRACTICAL CASE 2
Only two are to be evaluated.
collaborators COLLABORATORS Jacinto Suarez
1 2 3 4
Initiative -
Criteria
Quality of work +
Iniciatva
Effective communication +
Quality of work
Effective communication Cooperation -
Cooperation
From the painting, it can be observed that:
Olivia Duarte performs better in
Formula: quality of work and effective communication
== 6 while Jacinto Duarte has a greater
performance in initiative and cooperation
6 comparisons need to be made
 METHOD OF DESCRIPTIVE PHRASES

• It consists of evaluating performance through

of descriptive sentences related to the
different aspects of the collaborator
• Similar to the forced choice method
ADVANTAGES

• Evaluate each collaborator individually

• There are only two alternatives to choose from,
• In case of matching the premise: YES, S or +
• In case it does not match the premise: NO, N or
-
 • Provides more reliable results and free of
subjective and personal influences
Advantages • Reduce the effect of generalization
• Its application is simple and does not require intense preparation.
the sophistication of the evaluated

• It is easy and quick to execute

• Its development and implementation is complex, demanding

Disadvantages a very careful and prolonged planning
• It is a comparative and discriminatory method, only
classify the collaborators as good, average, and weak
FORMAT
CONCLUSIONS

Within the management of the Human Resources department, it is

very important the task of evaluating performance. The evaluation

1 performance constitutes an essential function that one way or another

This is usually done in all modern organizations.

When evaluating performance, the organization obtains information.

2
for decision-making: If the performance is below
stipulated, corrective actions must be taken; if the
performance is satisfactory, it should be encouraged.
CONCLUSIONS

It is especially useful for analyzing in detail if the

the workers' objectives are being met and when

3 we talk about objectives, we refer to objectives and goals

individual, team, and corporate

It allows the organization to identify the

opportunities for growth and development, according to each profile.

4 Provide reward for the company's effort. To know

the areas of improvement opportunity in each department or
area.
THANK YOU