| Session Title: Advancing Personnel Evaluation in Business & Industry |
| Multipaper Session 792 to be held in Calvert Ballroom Salon B on Saturday, November 10, 12:10 PM to 1:40 PM |
| Sponsored by the Business and Industry TIG |
| Chair(s): |
| Liliana Rodriguez-Campos, University of South Florida, lrodriguez@coedu.usf.edu |
| Abstract: As a major category within the -Big 6- evaluation fields, personnel evaluation has a clear role to play within the evaluation discipline. However, evaluation and social science scholars have given relatively little attention to this specialty, leaving practitioners to wrestle with issues related to personnel selection and evaluation. In this multi-paper session, three aspects of personnel evaluation are explored. The first considers personnel selection systems and how using a well-designed and properly operated selection system can impact employee turnover and organizational performance. The second paper considers the implementation and evaluation of the five-step career planning process used in professional human resource management. The third paper addresses the topic of evaluating employee performance and presents a metaevaluation of a personnel evaluation system. |
| Getting to Good: Evaluating the Impact of Personnel Selection Systems |
| Wes Martz, Western Michigan University, wes.martz@wmich.edu |
| The reliability and validity of personnel selection approaches have been a topic of interest for practitioners and scholars alike. Research on recruitment, selection interviews, assessment tests, criterion measures, and a variety of subtopics fills the personnel and industrial psychology literature. However, less attention has been given to evaluating the essential components of a selection system and the selection system's impact on organizational performance. This paper explores the evaluation of personnel selection systems, the criteria that defines a 'good' system, and the impacts on organizational performance. A case study is presented to illustrate the practical elements associated with evaluating a personnel selection system and its outcomes. |
| Evaluating the Effectiveness of the 5-step Career Planning Process |
| Willis Thomas, Western Michigan University, willis.h.thomas@wmich.edu |
| Career planning is made up primarily of five action steps: performance planning, development planning, coaching, compensation discussion, and evaluation. Performance planning concerns the roles and responsibilities of the employee, and integrates job training needs to meet job requirements. Development planning encompasses the professional aspirations of the employee. It extends beyond required training, and involves learning opportunities designed to help the employee exceed job requirements. Coaching is an iterative process that reinforces job performance and encourages professional development. Compensation discussion is the financial reward that the employee realizes for their contribution. Evaluation is the last step in the process that assesses the effectiveness and efficiency of the prior steps. This paper will discuss strategies for effective implementation of this 5-step HR process. |
| Splitting the Atom: A Metaevaluation of a Nuclear Power Plant's Personnel Evaluation System |
| Otto Gustafson, Western Michigan University, ottonuke@yahoo.com |
| Employee performance management processes seek to link an organization's key performance indicators with its personnel evaluation system. This association is intended to clearly communicate business goals and personnel expectations, as well as tie overall business unit, department and individual performance to merit compensation increases. A metaevaluation of one such system was recently conducted for a Midwestern Nuclear Power Plant with 600 employees. This paper will provide an overview of the personnel evaluation system, a discussion of the metaevaluation methodology and results, and suggestions for future improvements to the employee performance management process. |