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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