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Practical example of performance evaluation

·        Using your own job (current or past) and briefly discuss how your performance was managed and evaluated.
·        Using your experience, consider the three most important job duties and design three (3) objectives or measurements using the SMART method. 
·        Once you’ve done this, discuss your experience using this method.  Did you find it difficult? Why or why not?


·        Using your own job (current or past) and briefly discuss how your performance was managed and evaluated.

In my first company, at the year end, the reporting manager / supervisor used to set a goal. These goals were not really individualized but more designation / role specific. There were stretch goals, those were individualized. Stretch goals were set to identify the best performers, or in other words, stretch goals gave employees an opportunity to be in the top. According to Tom McMullen 'When an employee's extra efforts are not reflected in rewards and recognition, it erodes performance and commitment to the organization.(Miller,2011)
We had performance appraisals twice every year, based on the set goals. And performance bonus used to depend on the performance rating at the year end. The best performers used to get most of the bonus amount along with the highest raise for the year while the worst performers used to get the least amount of bonus and raise.

·        Using your experience, consider the three most important job duties and design three (3) objectives or measurements using the SMART method. 

In my IT services industry we work on projects to implement software solutions for clients. We work in team, where team work is really critical to deliver the IT solution, meeting delivery date maintaining quality of the product is absolutely non-negotiable and critical thinking and problem solving is another skill that everyone in team should have to solve the roadblocks we often meet in any project.
These are three most job duties regardless of role in the team, Now using the SMART method I we will design three objectives based on these 3 job duties.
1.     play your role in that particular project , do not get into conflicts, when you have a question or problem talk to your lead to resolve it
2.     Make sure there is not defects in the application, and the application is ready to be used by the customer on the scheduled date
3.     When you hit a roadblock, be proactive, own the issue and resolve it so that team can reach the deadline and deliver the product to customer on time without any defect
  1. Once you’ve done this, discuss your experience using this method.  Did you find it difficult? Why or why not?
SMART means specific, measurable, achievable, relevant and time based. I did not find it difficult to understand or design three job duties based on SMART method, mostly because I was familiar with SMART before and I know all requirements should done following SMART methodology(Senyucel,2009).
But, there are few expectations difficult to specify. For example, being a good team player, might sound really abstract and in different teams and for different individuals being a good team player would mean different things.
For example, in a soccer team, being a good team player would mean different things for the goal keeper, for the forward. So, being a good team player is always critical in team set ups, but specifying or measuring that is difficult.


References -
Miller, S. (2011). Pay for Performance: Make it more than just a catchphrase. SHRM. Retrieved from: http://www.shrm.org/hrdisciplines/compensation/articles/pages/catchphrase.aspx

Senyucel, Z. (2009). Managing Human Resources in the 21st Century. Bookboon.

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