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Introduction:
Using the job description as a base, develop performance standards for this particular
position. Specifically you are to create the following:
1. A list of 5-10 performance standards
2. The type of performance assessment technique(s) you will employ and why
3. The controls you have employed to eliminate or reduce errors or bias in assessment
4. Who will perform the assessment and why
5. How the organization should use the assessment results
I chose to use the previous job description from unit one and two which was a human
resource manager.
Performance standards are the key to determining success or failure of training programs
or performance improvement efforts. They are a measuring stick which performance can
be measured. Performance standards that are realistic and valid have a good chance of
being successful.
In order to validate performance standards, performance itself needs to be defined. Most
managers define performance as what people do, for example most managers equate
behavior and performance as the same thing. It is important to separate behaviors from
performance. For example if someone is consistently punctual, has a good attitude while at
work does not mean that they are producing an appropriate amount of work and vice versa
an employee may be unsociable and may have poor communication skills does not mean
that they are not performing their job well.
It is important to design performance standards that are not behavior driven, and are
related to the job function and are quantifiable, and they should let the employee know
what is expected of them.
(Nickols 2000)
A list of 5-10 performance standards:
1. Human resources managers must speak and write effectively, and must be able to
communicate with diverse workforces that have various cultural backgrounds, have
different levels of education and experience.
2. They must be able to cope with conflicting points of view, function under pressure,
demonstrate discretion, have integrity, are fair minded and persuasive.
3. Must be able to perform administrative duties such as enter data into computer systems,
publish employee handbooks, write policies and procedures, research information, answer
phones and answer routine questions, and must be familiar with all other departments
functions.
4. Must be able to deliver PowerPoint presentations on company policies and procedures
to executive officers within established deadlines without typographical errors.
5. Generate reports relating to hiring practices, compensation, benefits, and send these
reports every month to department managers.
6. Must be able to train new hires in multiple areas of the human resources departments.
7. Must be able to develop and manage budgets for the HR department in a timely manner
