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WRITTEN ASSIGNMENT        6
WRITTEN ASSIGNMENT
Table of contents
Introduction    3
Part I: Comparative Performance Measurement System    3
Advantages and Disadvantages of Comparative Performance Measurement    3
Types of Comparative Performance Measurement Systems    3
Implementing BARS in the HR Department    4
Part II: Absolute Performance Measurement System    5
Advantages and Disadvantages of Absolute Performance Measurement    5
Types of Absolute Performance Measurement Systems    5
Implementing KPIs in the HR Department    5
Part III: Compare and Contrast    6
Comparing Comparative and Absolute Performance Measurement Systems    6
Choosing the Best Performance Measurement System for the HR Department    7
Rationale    7
References    8
Introduction
For organizations to evaluate employee performance, set targets, and make educated decisions about performance improvement, effective performance assessment tools are essential. We will look at the benefits and drawbacks of using both comparative and absolute performance monitoring techniques in this essay. We will also look at several measuring systems within each area and choose the best strategy for the HR division of a mid-sized construction business. The two systems will be compared and contrasted in order to decide which one would work best for the department, and a justification for the choice will be given.
Part I: Comparative Performance Measurement System
Advantages and Disadvantages of Comparative Performance Measurement
There are several benefits to putting in place a comparative performance monitoring system (Kamble & Gunasekaran, 2020). It permits employee rating and distinction on a relative basis, making it simpler to see great performers and those who need to grow. It can also encourage healthy rivalry among workers, which could boost output and motivation. However, there are drawbacks to take into account, including the potential for demonization for individuals who routinely receive lower rankings and the ability to develop a competitive workplace.
Types of Comparative Performance Measurement Systems
· Ranking: Employees are ranked using this method from the best performance to the worst. While this technique is simple, lower-level employees may get demotivated as a result.
· Forced Distribution: Employees are divided into performance categories that have already been established, maintaining a constant distribution of scores. This may not precisely reflect individual performance, but it can be helpful for distinguishing top and poor performers.
· Behavioral Anchored Rating Scales (BARS): BARS offers a more thorough perspective of employee performance by fusing behavioral descriptors with numerical assessments. Although it provides more thorough...