Document Type
Thesis
Date of Award
5-31-1989
Degree Name
Master of Science in Management - (M.S.)
Department
Organizational and Social Sciences
First Advisor
Anthony Kahng
Abstract
Performance evaluation is a process that every one goes through in life. One may be the rater or the ratee. One of the basic questions an organization usually asks in establishing or revising a performance evaluation system is: What should the system accomplish, or what should be the technique to be used? The answer to this question varies from organization to organization. Today, we live in a world of organizations, each of us still makes many personal appraisals and subsequently, choices. For instance, we choose doctors, hairdressers, business advisors and others, largely on the basis of our judgements of their effectiveness. The problem is, what basis are we using to estimate the performance of the ratee. The problem is even worse when one looks at a typical organization when a superior has to evaluate quite a number of people under him or her.
In order to answer the question on the techniques to be used in estimating the present and future performance fairly, I have chosen to examine into details some of the current techniques being used to evaluate performance of workers both in manufacturing and white collar settings.
The main research tools used in this study was the literature survey on the subject, sample of performance evaluation forms, charts and diagram and surveys of experts on the subject. At the end, the purpose of performance evaluation was identified and various techniques of appraisal were discussed. Special attention was paid to the evaluation of white-collar jobs with emphasis on the criteria being used and a thorough discussion on legal issues facing performance evaluation.
In conclusion, searching literature on this important subject made me realize that the success of a performance appraisal system depends on its purpose of purposes, its design and the extent to which it is accepted throughout the organization. I believe that for any evaluation technique to be effective, the system should and must be compatible with the policies of the organization as a whole, functioning as an integral part of its personnel policies and practices.
Recommended Citation
Ogungbenro, Moses Oyewolfe, "A study of techniques of performance evaluation" (1989). Theses. 2856.
https://digitalcommons.njit.edu/theses/2856
