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Rating Calibration : The Trend in Performance Management
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While performance review or appraisal is the most important aspect of any HR in an organization, the past few years have seen several changes, including the ways in which these tasks are approached. Organizations believe that for success, it is imperative to identify the performing employees from the non performing ones. Similarly there is also a need to identify those that can perform better with a little help or push. Under these circumstances, there is need for an exact method that allows you to do all three things without causing discomfort amongst your employees.

Understanding Rating Calibration

Calibration or Performance Calibration is a method by which you can rank the employees on a particular scale, on the basis of their actual performance in the company. This method actually allows you to differentiate between the performing and non performing parts of your organization. These are one to one meetings between the employee and the manager, where based on the answers to several questions, the employee is rated. Ratings in this method are usually given by managers who are better aware of what they require and what to look for while rating the employees. These managers then meet together to discuss the ratings given to their various employees, from which a common scale or pattern is discerned, which leads to ultimate performance management.

Types of Calibration

It is interesting to note that there are two types of calibration, which are actually implemented in organizations. This includes rating against a standard scale and relative rating. Rating against a standard scale involves creating of a standard scale by human resources, which is based on various behavioral standards that are normally expected. This standard scale is then a tool, which is used by managers to rate their employees. Training is given to managers to ensure that they are well informed as to the various aspects of the scale. Once trained, these managers rate their employees on this scale based on how the employee has performed during his/her one to one interaction.

Relative rating calibration is where employees are pitted against each other. In other words, these managers give a random rating to their employees and then meet together to review these ratings. In such meetings, the managers give reasons for their ratings and these employees, who are on the same scale, are then pitted on the basis of their ratings as well as their performance. Based on these scores, the managers then decide on who is performing ahead of the other.

Standard Scale Vs Relative Rating

In an argument between the two types of calibration, it will suffice to state that neither is the clear winner. In other words, where some organizations use relative rating, others use a standardized scale. Irrespective of the kind of calibration they use, it is important to understand that this method of performance management is slowly gaining in popularity as the simplest yet effective way of differentiating between employees.

Comments Listing
Posted: 15/07/2011 02:40:43

Always the best cnoetnt from these prodigious writers.


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