YANBU UNIVERSITY COLLEGE
Women’s Campus
Compensation & Performance Management
HRM - 322
Module 3: Measuring Results & Behaviors
Course Facilitator: Shuana Zafar Nasir
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Measuring Results: Overview
• Determining Accountabilities
• Determining Objectives
• Determining Performance Standards
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Accountabilities, Objectives & Performance Standards-
Definitions
Accountabilities
Broad areas of a job for which employee is
responsible for producing results
Objectives
Statements of important and measurable
outcomes.
Performance Standards
Yardstick used to evaluate how well
employees have achieved objectives
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Determining Accountabilities
Collect information about job (Job Description)
Determine importance of task or cluster of
tasks
– % of employee’s time spent performing task
– Impact on unit’s mission if performed inadequately
– Consequences of error (risk involved)
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Determining Objectives
Purpose of establishing objectives is to identify
• Limited number of outcomes
• Highly important outcomes
– When achieved
• dramatic impact on overall organization success
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10 Characteristics of Good Objectives
1. Specific and Clear (easy to understand)
2. Challenging
3. Agreed Upon (between manager &
employees)
4. Significant/Important
5. Prioritized/Ordered/Ranked
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10 Characteristics of Good Objectives (continued)
6. Bound by Time (have deadlines)
7. Achievable/doable
8. Fully Communicated
9. Flexible (to meet changes in environment)
10. Limited in Number
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Determining Performance Standards
Standards are designed to help people understand that to what
extent the objective has been achieved.
Standards refer to various aspects like:
• Quality
– How well the objective is achieved
• Quantity
– How much, how many, has been achieved
• Time
– Due dates, schedule, how quickly the objective has been
achieved.
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Good Performance Standards: 6 Characteristics
1. Related to Position (key job elements)
2. Specific (unambiguous)
3. Practical to Measure (provide accurate
information about performance)
4. Meaningful/importance
5. Realistic and Achievable
6. Reviewed Regularly
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Measuring Behaviors: Overview
• Identify competencies
• Identify indicators
• Choose measurement system
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Identify Competencies
Measurable KSAs
– Knowledge
– Skills
– Abilities/Attitudes
That are critical in determining how results will
be achieved
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Types of Competencies
• Differentiating
– Distinguish between superior and average performer
• Threshold
– Everyone needs to display to do the job to a
minimally adequate standard.
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Identify Indicators
To understand the extent to which the
employee possess a competency.
Indicator is an observable behavior that gives us
information regarding the presence or absence
of competency.
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Comparative Systems
• Simple rank order: employees are ranked from best
performers to worst.
• Alternation rank order: Supervisor lists all employees,
and then selects best performer (#1), then the worst
performer, then the second best and then second worst,
and so forth.
• Paired comparisons: Supervisor compare the
performance of each employee against the performance
of all other employees
• Forced distribution: Intentionally put people in already
defined categories.
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Choose Measurement System
• Comparative system
– Compares employees with each other
• Absolute system
– Compares employees with pre-specified
performance standard
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THE END
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