MacroEnterprises

Case #3

Section 1:

MacroEnterprises has a few methods for evaluating their employees.  These methods consist of training records, observation checklists, results from math and reading tests, along with job descriptions.  Some of these methods provide raw data while others only allow objective comparisons to be made.  The methods that provide raw data are much more useful and can be used over time to better judge progress.  Objective comparisons can be tough to judge from one person to the other along with making it difficult to communicate any results.  Although, some methods are better than others, each of them bring value to the company.

Training records are a great document to see what employees have been able to achieve.  It shows the progress that the employee has made since the hire date.  It has the requirements listed that the employee is supposed to accomplish throughout the training.  The company should be using this document to ensure the employee has completed the minimum requirements before they are allowed to perform a job by themselves.  This gives the employee more confidence in their day to day tasks creating a more productive employee.  Also, it gives the company proper documentation which can be used to assist in future training for the employee.  One addition that could be made to the training record is to add measureables.  The company could keep track of the time it takes to compete all of the training.  They could also keep better track on who trained the employees.  Over time, an analysis could be performed on who is better at training new employees. 

The next method is the observation checklist.  This document is just as described, a simple checklist.  It is used to mark off tasks that new employees perform during their job duties.  It provides the observer a guideline on what to be looking for as the new employee performs the duty.  If the observer does feel comfortable with how the employee performs a task, then they do not sign off on the employee being competent for that task.  This document is also a good way to evaluate the employee.  The employee may be observed multiple times which provided data for each time.  The new employee may only get 30% marked off the first time, 60% the second time and so forth.  This type of evaluation shows promising progress.  If the employee suddenly digresses, then that should be a clear red flag for the supervisor to do more training or investigate deeper as to why the new employee’s performance did not continue to improve.  One way that MacroEnterprises needs to improve this method is by making a scale for each task.  It could be a simple 1 through 5 scale with 5 being 100% competent.  This will allow the supervisor to see progress and make better judgement on the training style.  A simple check or no check does not show how the new employee is retaining the knowledge.  A scale 1-5 allows the supervisor to compare from one observation to the other.  This improvement in the observation checklist will benefit both the supervisor and the new employee.

Math and reading tests provide the MacroEnterprises with the next evaluation method.  They intend to utilize this test to measure a person’s grade level in reading, mathematics and language.  The scale equates to the grade level.  So, if a person scores an 11, they are equivalent to an 11^th grade student.  The highest an employee can score is a 12.9.  This indicates they are performing at a 12^th grade or higher.  Currently, the test results have not been utilized.  The case study does not indicate as to why, but the results are very valuable and should be analyzed.  Based off of reviewing the data, they need to add a few additional headers to allow for further analysis.  For example, what is the job function that the employee is to perform?  Depending on the job function, an employee should be required to score a certain level.  A machinist should be required to score a certain level in Math, and not required to score as high in language.  Also, over time they will be able to analyze the scores of some of the better employees that they have and compare it to new employees.  This will allow them to judge the level of training that may be required.  It could even go as far as having different training plans for different employees based off of their testing.  The testing method has a lot of potential and it should be utilized by the company.

The last method is their job descriptions.  Job descriptions allow the supervisors to compare the work of what their employee is doing to what they are supposed to do.  This is very important because sometimes employees can get confused as to what they are supposed to be accomplishing.  Having a clear job description is beneficial for the employee along with the supervisor.  The supervisor is able to evaluate the employee’s progress based off the job description.  Utilizing the job description alone to measure an employee’s performance can be difficult and other methods should be used to measure, but they are able to use the job description to judge the competency of the employee. 

Section 2 and 3:

Measurements are critical when evaluating employees.  MacroEnterprises utilize evaluation methods, but they do not provide decision makers with clear data that helps identify improvement opportunities.  Without data to support decisions, the decisions will not be complete.  They may be able to make minor corrections, but they will not get down to the root cause.  In order for the employee evaluations to become more valuable, MacroEnterprises will need to implement measureable metrics.  These will include adding scales to the already used checklist, using a scaled performance evaluation, and implementing a 360 feedback system.

Adding a scale to the observation checklist is an easy improvement for MacroEnterprise.  This added measurement is needed to provide the employee and the supervisor with more feedback on the training progress.  Having a scaled checklist provides two things.  One- it shows the task were completed by the new employee.  Two- it shows how well the observer thinks the new employee performed the task.  Currently, the checklist just shows whether or not the new employee completed the task.  It does not provide any feedback to whether or not he employee learned or retained any information from the experience.  Adding a scale will provide data as to how well the new employee is doing.  The supervisor is able to focus in on the weakness while at the same time understanding the strengths.  MacroEntreprise will benefit greatly by implementing this simple improvement.

The next measurement method that needs to be introduced to MacroEnterprise is a scaled performance evaluation.  This performance evaluation will be conducted by the supervisor on an annual or semi-annual basis.  The evaluation will include feedback for specific job skills, teamwork, communication skills, reliability and flexibility.  This evaluation can be modified to fit each department as some of the requirements will vary.    These measurements are needed to judge the effectiveness of training and the overall organizational learning.  A supervisor or manager will be able to use real data to compare each employee.  They will also be able to see progress for each employee by going back and analyzing last year’s evaluation.  One could even go further and begin to place the results in a spreadsheet and perform additional analysis across the entire company and begin to identify opportunities based off of the scaled evaluations.  For example, the plant manager will be able to see how many employees improved from the previous evaluation and also see how many did not.  This information is an easy way to dig deeper into potential issue and correct them much sooner.  This data can be used in many different ways and it will only benefit the company if utilized correctly.

The next method to be implemented will be a 360-degree feedback appraisal.  This will not be used for every employee as it requires commitment from many individuals.  It will be focused more for supervisors, managers, and directors.  A 360-degree feedback asks co-workers, customers, and management to provide input on an individual’s accomplishments during a specific review period.  This is most beneficial to employee and their supervisor.  It allows the employee to paint a picture of how their work is viewed.  It should be a very positive but humbling experience.  Once complete, the supervisor and employee will evaluate the results and create a development program to improve where the employee is lacking.  This method is called a 360-degree feedback because the employee will get responses from every department that they are affiliated with.  It will highlight their strengths along with their weaknesses.  This is a very powerful tool if used correctly and it will result in the entire organization moving forward in the right direction.

Evaluation methods must be able to be measured.  Unmeasured methods do not provide adequate information to make a sound decision.  Modifying the current evaluation methods, along with adding the 3 methods listed above, will ensure that management will have a complete understanding of where their workforce is currently at and where they are heading.  If the methods are used effectively, they will have all of the information required to make action plans to correct any potential issues.  Proper evaluation methods are very powerful and are tools that MacroEnterprise must implement.

Section 4.

When training programs are not adequately evaluated,

 

 

Attachments:

• 1506407512-Case study.pdf