Objective Driven Evaluation Scale

  • The objective-driven analysis technique was coined by Ralph Tyler in 1930s thus it’s conjointly referred as Tylerian Approach Analysis.
  • An objective-driven performance primarily based approach evaluation is relies on the notion “what gets measured & gets managed”
  • By implementing this approach, employees can more effectively meet their specified objective, leads to their better performance.

Need Of The Organizations

“A model that aims to boost the performance of a corporation by clearly shaping objectives that are agreed to by both management and employees”.

For the Enterprise:

  • It concentrates on managers’ efforts on the true objectives.
  • It develops the potential for achieving objectives like profits.
  • It provides information on the foundation which managers can be remunerated objectively.
  • It helps to identify human development requirements.
  • It allows the manager to identify that employee who can be promoted to higher positions.
  • It facilitates the capacity of an organization to introduce modification as and when a requirement arises.
  • It allows the manager to coordinate the numerous efforts of an enterprise.

For Superiors:

  • It helps the superior to coach and train his subordinate.
  • It helps to eradicate vague performance appraisal tools.
  • It motivates subordinates to perform better in their job.
  • For Employees :
  • It will increase job satisfaction.
  • It clarifies the objective in terms of what behavior is to be expected of an employee.
  • It offers measurable objectives that the employee is anticipated to attain.

For Employees :

  • It will increase job satisfaction.
  • It clarifies the objective in terms of what behavior is to be expected of an employee.
  • It offers measurable objectives that the employee is anticipated to attain.

Highlights of Objectives Driven Evaluation Scale

  1. This assessment provides an objective basis for conducting a detailed discussion of an employee’s performance.
  2. This technique avoids recency bias that’s most latest incidents has an excessive emphasized
  3. Data is gathered directly from the staff
  4. It focuses on the essential duties of an employee’s job and the way well he/she performs those duties
  5. It’s supported direct observation by the manager and not second-hand accounts
  6. It’s an effective relationship building tool – this provides the occasion to induce to know each employee and understand them, to assist coaching and guidance; and to develop feedback on what is operating well and what is not.
  7. The critical incident log provides the desired performance or behavior documentation necessary for a manager to take disciplinary action with an employee.

Benefits of Objectives Driven Evaluation

  • Improves Management
  • Encourages Personal Commitment
  • Clarifies Organization Roles
  • Organizational Control and
  • Systematic Evaluation
  • Develops Effective Management
  • Improving Productivity
  • Motivating the Subordinates
  • Personal Satisfaction
  • Locating Weak and Problematic Areas