Assignment -2 PERFORMANCE AND COMPENSATION MANAGEMENT

PERFORMANCE MANAGEMENT

ASSIGNMENT-2

Weakness in the performance management system of TOYOTA

1. Worst working environment.

2. Worst appraisal or performance evaluation system.

3. Work and ability shown only on ppt and papers.

4. No technical assessment or training for shop floor employee.

5. No skill enhancing or motivational activity for employee's.

6. Lazy and useless people are granted promotion.

7. Middle management and managers act as if they are supreme deity with immense power.

8. Overall people want to be praised.

 A NEW MODEL OF PERFORMANCE MANAGEMENT 

BEHAVIORALLY ANCHORED RATING SCALE (BARS)

A BARS method first determines the main performance dimensions of the job, for example, interpersonal relationships. Then the tool utilizes narrative information, such as from a critical incidents file, and assigns quantified ranks to each expected behavior. In this system, there is a specific narrative outlining what exemplifies a “good” and “poor” behavior for each category. 

ADVANTAGES OF BARS

1. Focus is on desired behavior.2. scale is for each specific job..3. Desired behaviors are clearly outlined.4. Can be relative reliable.5.Give easier a feedback to explain the rating to appraise it.6. It meets EEOC( Equal Employment Opportunity Commission) guidelines for fair employment practices, since job criterion for assessment are derived form actual job performance and are related to it

Disadvantages of BARS

1. Requires observational skill and proper determination of critical behaviors; inadequacies can lead to misleading data.

2. Compilation of critical behaviors takes considerable time and effort , and recording data also involve alert and constant observations (i.e. keeping logs)

3. Less preferable due to similarity to trait measures