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Performance evaluation pptttttt
 

Performance evaluation pptttttt

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    Performance evaluation pptttttt Performance evaluation pptttttt Presentation Transcript

    • Performance Evaluation
      By
      Ben Webb
      Chris Fadule
      Ashley Thorpe
    • Worked for an independent contractor who specializes in human resources issues.
      Created an independent study of the employee performance evaluation practices at the XYZ Company.
      XYZ is a professional review organization in the health care industry.
      XYZ Company
    • Involves a mix of objective and subjective scoring.
      Each evaluator fills out a form that covers 11 categories of employee performance such as
      Adaptability
      Accountability
      Communication & Decision making skills
      Attendance
      Performance appraisal
    • 10 variables collected from each employee
      SCORE- Evaluation score in points
      LAG -The difference between the due date of the evaluation by the manager and the day on which the results were discussed with the employee, in days
      COMPANY YEARS-Years with the company
      POSITION YEARS-Years in the current position
      DEPT NO-Department number
      GRADE-Employee’s grade scale (1-7)
      EDUCATION
      Employee’s education level
      GRADE-Employee’s grade scale (1-7)
      EDUCATION-Employee’s education level
      YEARS EVAL-Years with the company at time of evaluation
      POSITION EVAL-Years in the current position at the time of evaluation
      TYPE-Type of evaluation (0=3 month evaluation, 1 = annual evaluation)
    • Scores Vs. Education level
    • Education and score-0.043929108,no relationship because so close to 0.
    • Scores Vs.LAGRumor is true
    • -0.14426close to 0, no relationship
    • Lower scores Vs. RetirementRumor not valid
    • no relationship -0.12712411
    • Grades Vs. ScoreRumor is false
    • 0.10513no relationship (close to 0)
    • Over all only the scores Vs. LAG rumor was true.
      We would recommend that the company revise their employee evaluation process because there were no clear performance trends found.
      Conclusion