Exercise 1 - Evaluating Employee Performance
Your text discussed the use of objective data to evaluate employee performance. Below, you will find data on the number of traffic citations written by police officers. Indicate what performance rating you would give each of the officers. Select the person you think is the best officer and the person you think is the worst officer. Your instructor will discuss your ratings in class.
Performance Rating-
1-below expectations
2-meets expectations
3- exceeds
4-greatly exceeds
|
Officer
|
Traffic Citations Written
|
Performance Rating
|
|
Malloy
|
33
|
|
|
Reed
|
34
|
|
|
Ho
|
10
|
|
|
Romano
|
19
|
|
|
Hooker
|
23
|
|
|
Williams
|
09
|
|
|
Boscarelli
|
17
|
|
|
Fife
|
14
|
|
|
Friday
|
08
|
|
|
Yokus
|
23
|
|
|
Taylor
|
15
|
|
|
Gannon
|
08
|
|
|
Lacey
|
09
|
|
|
Renko
|
04
|
|
|
Baker
|
02
|
|
|
Briscoe
|
15
|
|
|
Sullivan
|
11
|
|
|
Bates
|
12
|
|
|
Green
|
17
|
|
|
Davis
|
10
|
|
|
Coffey
|
03
|
|
|
Cagney
|
07
|
|
|
Hill
|
06
|
|
|
Poncherello
|
05
|
|
|
DEPARTMENT MEAN
|
13.04
|
Best Officer -
Worst Officer -
Exercise 2 - Evaluating Training Programs: 1
As training director for Beavis Enterprises, you are constantly "butting heads" with the other division directors about the need for training. To show the division heads the importance of training, you decide to conduct an experiment. Half of your employees attend a workshop in which information about the company product is presented. The other half, do not receive this training. All employees are monitored before the training period on the percentage of correct information they provide to customers and then monitored again 3' weeks after the training program is completed.
On the basis of the data from the following page, did your training program work? In the space below, justify your answer. You might want to draw a chart or table to best represent your findings.
|
Employee
|
Training Condition
|
Pretest Score
|
Posttest Score
|
|
Hofstadter
|
no training
|
68
|
73
|
|
Cooper
|
training
|
79
|
86
|
|
Wolowitz
|
training
|
62
|
73
|
|
Penny
|
no training
|
83
|
82
|
|
Koothrappali
|
no training
|
63
|
67
|
|
Winkle
|
training
|
77
|
84
|
|
Fowler
|
training
|
61
|
75
|
|
Rostenkowski
|
no training
|
74
|
74
|
|
Mosby
|
training
|
84
|
84
|
|
Eriksen
|
training
|
68
|
70
|
|
Scherbatsky
|
no training
|
70
|
79
|
|
Stinson
|
training
|
53
|
58
|
|
Aldrin
|
no training
|
79
|
88
|
|
Heffernan
|
training
|
54
|
71
|
|
Spooner
|
training
|
93
|
90
|
|
Palmer
|
no training
|
71
|
76
|
|
Olchin
|
no training
|
76
|
78
|
|
Becker
|
no training
|
88
|
89
|
|
Kostas
|
training
|
88
|
92
|
|
Wyborn
|
no training
|
67
|
80
|
|
Malinak
|
training
|
74
|
80
|
|
Hughley
|
training
|
64
|
67
|
|
Milsap
|
no training
|
61
|
75
|
|
Rogers
|
training
|
71
|
72
|
|
Pritchett
|
no training
|
64
|
73
|
|
Delgado
|
training
|
85
|
86
|
|
Dumphy
|
training
|
70
|
75
|
|
Tucker
|
no training
|
69
|
68
|
|
Bluth
|
no training
|
72
|
79
|
|
Funke
|
no training
|
68
|
74
|
Exercise 3 - Evaluating Training Programs: 2
In an attempt to increase the performance of its customer service employees, the Clinton Whitewater Canoe Company recently conducted a new training program. The training program involved a series of lectures and discussions to reduce the number of complaints made by customers purchasing a new canoe.
Before spending thousands of dollars on the training, the company allowed three different outside trainers the opportunity to each conduct a training session, with the idea being that the company would then offer a contract to the trainer doing the best job.
On the next page, you will find data for the three training sessions. The effectiveness of the training was evaluated through employee ratings of the trainer, a test of customer service knowledge following training, and the number of customer complaints received by the employee in the 2 weeks following the training session.
The instructor rating was made on a 5-point scale (a rating of 5 is excellent and a rating of 1 is poor) and represents how well the employees thought the trainer conducted the training session. The test score is the percentage of items that each employee got correct on the test of customer service knowledge.
As director of training, your job is to use the data on the next page to make a recommendation about which trainer should be offered the training contract. Justify your reasoning below (hint: you might want to create a chart to help make your decision).
|
Employee
|
Trainer
|
Instructor Rating
|
Test Score
|
Customer Complaints
|
|
Aldean
|
Leno
|
4
|
71
|
2
|
|
Urban
|
Leno
|
5
|
78
|
2
|
|
Underwood
|
Leno
|
5
|
83
|
3
|
|
Chesney
|
Leno
|
5
|
75
|
2
|
|
Hill
|
Leno
|
5
|
94
|
1
|
|
McGraw
|
Leno
|
5
|
97
|
2
|
|
Pickler
|
Leno
|
4
|
80
|
1
|
|
Womack
|
Leno
|
4
|
82
|
3
|
|
Swift
|
Leno
|
5
|
72
|
2
|
|
Lambert
|
Leno
|
4
|
74
|
1
|
|
Bennet
|
Carson
|
3
|
84
|
2
|
|
Cole
|
Carson
|
3
|
81
|
1
|
|
Clooney
|
Carson
|
3
|
84
|
1
|
|
Crosby
|
Carson
|
2
|
78
|
2
|
|
Goulet
|
Carson
|
3
|
88
|
3
|
|
Martin
|
Carson
|
3
|
83
|
2
|
|
Mathis
|
Carson
|
5
|
85
|
1
|
|
Newton
|
Carson
|
3
|
80
|
0
|
|
Sinatra
|
Carson
|
3
|
93
|
1
|
|
Williams
|
Carson
|
4
|
98
|
1
|
|
Legend
|
Parr
|
5
|
81
|
0
|
|
Usher
|
Parr
|
4
|
77
|
1
|
|
Bilge
|
Parr
|
3
|
82
|
1
|
|
Carey
|
Parr
|
3
|
72
|
0
|
|
Rihanna
|
Parr
|
3
|
77
|
0
|
|
Perry
|
Parr
|
4
|
84
|
1
|
|
Keys
|
Parr
|
5
|
85
|
0
|
|
Knowles
|
Parr
|
4
|
73
|
1
|
|
Wayne
|
Parr
|
3
|
81
|
1
|
|
Monae
|
Parr
|
4
|
79
|
2
|