Draft a Luxurion Auto employee performance evaluation which will be used to evaluate Luxurion Auto salespeople.
Include what you intend to measure among these three evaluation elements:
1. Individual task outcomes
2. Behaviors
3. Traits
For example, when measuring behaviors, you may decide to measure leadership skills, communication, and job performance.
Draft your 150- to 250-word evaluation outline. When you have the outline completed, write a 100- to 200-word summary answering the following:
•What does this performance evaluation emphasize more? Behavior or traits?
•How will you document completed evaluations?
•What due process will you make available to employees following evaluation?
•Would you consider creating team performance evaluations in the future? Why or why not?
Post your 150- to 250-word outline and your 100- to 200-word summary in one post to the Individual newsgroup.
Interesting assignment. Have you done some work on it that you would like us to evaluate?
STEP 1
Luxurion Auto salespersons performance evaluation:
Criterion for evaluation:
Individual task outcomes:
The yearly sales of the sales person: weight 0.6
The support provided for collection of dues: weight 0.3
The support provided to the service staff: weight 0.1
Behaviors:
Leadership skills: weight 0.2
Communication skills: weight 0.4
Job performance: 0.2
Attitude towards work: 0.2
Traits:
Emotional stability: weight 0.2
Dominance: weight 0.1
Enthusiasm: weight 0.1
Self-assurance: weight 0.1
Tough-mindedness: weight 0.1
Compulsiveness: weight 0.2
High energy: weight 0.2
Each of these evaluation criteria will be rated on a scale of 5 and the rating will be multiplied with the weights assigned to each criteria. Every element will thus have a composite score and on the basis of these scores the Luxurion sales persons will be evaluated.
To have a smooth performance evaluation, every employee should be given an opportunity to examine the criteria and suggest changes. These may be incorporated in the above tables. In addition, the ‘rewards’ for difference performance levels should be decided before the period begins and also written down on the evaluation sheet and have the signature of the Luxurion salesperson.
STEP 2
•What does this performance evaluation emphasize more? Behavior or traits?
•How will you document completed evaluations?
•What due process will you make available to employees following evaluation?
•Would you consider creating team performance evaluations in the future? Why or why not?
This performance by the use of weights equally emphasizes outcomes, behavior and traits. There can be changes in the weights given to any of them if the employee or his supervisor requests a change and gives adequate reasons for these.
The document will be endorsed by the employee and his superior prior to the commencement of the period and will be endorsed again after the conclusion of the period when the ratings will be given and the pre decided rewards are given to the employees.
Following the evaluation, the employee will be given the rewards that have been promised to him before the process started. If for some reason he feels dissatisfied, then he may approach the designated HRM manager with his concerns that in turn will review the evaluation process and see if any inequity has taken place in the evaluation.
No, team performance evaluations are not advisable for Luxurion Auto unless the salespersons are making presentations in a team and it is their joint effort in getting business. Auto salespersons usually work alone and the sales is the result of their individual efforts rather than a team performance.
Is this the answer to the question above
Performance Evaluation Outline:
Criterion for evaluation:
1. Individual Task Outcomes:
- Yearly sales: weight 0.6
- Support for collection of dues: weight 0.3
- Support for service staff: weight 0.1
2. Behaviors:
- Leadership skills: weight 0.2
- Communication skills: weight 0.4
- Job performance: weight 0.2
- Attitude towards work: weight 0.2
3. Traits:
- Emotional stability: weight 0.2
- Dominance: weight 0.1
- Enthusiasm: weight 0.1
- Self-assurance: weight 0.1
- Tough-mindedness: weight 0.1
- Compulsiveness: weight 0.2
- High energy: weight 0.2
Each criteria will be rated on a scale of 5, and the ratings will be multiplied by the assigned weights to calculate a composite score. The salespeople will be evaluated based on these scores.
Summary:
This performance evaluation emphasizes both behaviors and traits. The individual task outcomes measure the salesperson's performance in achieving sales targets, supporting collections, and assisting the service staff. Behaviors, such as leadership skills, communication skills, job performance, and attitude towards work, are also given significant weight in the evaluation. Traits, including emotional stability, dominance, enthusiasm, self-assurance, tough-mindedness, compulsiveness, and high energy, are also assessed.
Completed evaluations will be documented by endorsing the evaluation sheet with the employee and their superior's signatures. The rewards for different performance levels will be determined and written down on the evaluation sheet before the evaluation period starts.
Employees have the opportunity to suggest changes to the criteria and have them incorporated if valid reasons are provided. Following the evaluation, employees will receive the rewards promised to them. If an employee feels dissatisfied, they can approach the designated HRM manager to review the evaluation process and address any potential inequity.
Team performance evaluations are not currently considered for Luxurion Auto salespeople, as they typically work individually and sales are primarily the result of their individual efforts rather than a team performance.