Question

An organization contracts with software developers to produce apps for clients. The organization is paid in part by how well the app sells in the marketplace. Historically they have evaluated their developers primarily by this same outcome measure, how well the apps sell. The organization is considering adding process measures to the performance evaluation, e.g., time to completion, quality of code, coordination with other developers, client satisfaction.
1. Please explain any reason not to include these process measures in employee performance evaluations.

Answer 1

Answer:

There is no reason not to include these process measures in the employee performance evaluations.

The method of appraisal which is being deployed here is very result-oriented rather than task-oriented. Result-oriented performance appraisals help employees to focus on the result while carrying out their task.  When setting these objectives, employer and employee usually agree to the terms during a joint consultative session.

Instead of measuring how much work has been done, it measures how much the employees has contributed to the desired effects for which the work was created.

In management parlance, this type of performance measurement/appraisal is called: Management by Objectives methods of Performance Appraisal.

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