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1、PerformanceDistributionAssessment:ANewMethodforMeasuringandManagingPerformanceJeffreyS.Kane,Ph.D.September29,200421AbstractPerformanceappraisalisanindispensablebasisformakingdecisionsregardingmeritpay,bonusallocation,promotion,andretention,aswellasformanagingperformancet
2、ohigherlevels.However,theresultsofconventionalappraisalmethodsaretypicallysodistortedbybias,andsodifficulttocompareacrossjobsandevenraters,thattheyfailtoadequatelyservetheirintendedpurposes.ThispaperintroducesarevolutionaryinternetbasedappraisalsystemcalledPerformanceDis
3、tributionAssessment(PDA),whichhasbeendesignedtolargelyeliminatethedeficienciesthathavelongbesetallotherappraisalmethods.21IntroductionIthaslongbeenrecognisedthatthevalidityofthefundamentalactivitiesofhumanresourcemanagement(e.g.,selection,pay-for-performance,training,etc
4、.)restsontheaccuracywithwhichperformanceismeasured.Lesswell-recognised,buttacitlyunderstoodbymany,istheessentialrolethatthepowertoassessanother’sperformanceplaysingivingoperationalmeaningtotheconceptofauthorityinorganizations(Dornbusch&Scott,1975).Theseimperativesformeas
5、uringjobperformancehaveinstigatedavarietyofmethodsfordoingsooverthelastcentury.However,despitetheproliferationofsuchmethods,theabilityofexistingmethodstomeasureperformanceisgenerallyrecognisedtobeinadequate.Eventheappraisalmethodsconsideredmostrigorouslydeveloped,suchas
6、behaviourallyanchoredratingscales,areseriouslyflawedbydocumenteddeficiencies.Theproblemsthatafflictlessrigorouslydeveloped,butmorewidelyusedmethods,suchasManagementByObjectivesandsimplegraphicratingscales,areevenworse.PerformanceDistributionAssessment(PDA)wasdevelopedtoo
7、vercomethemostglaringdeficienciesofexistingperformanceappraisalmethods.Thiscomputer-based,onlineprocedureoffersanumberoflongsoughtperformanceappraisalcapabilitieswhichformwhatmightbecalledtheperformanceappraisalwishlist.ThePerformanceAppraisalWishListPractitionersandacad
8、emicsgenerallyagreethatthefollowingcapabilitiesareseriouslylackinginexistingappraisalmethods:211.Effect
