Chapter seven focuses on how human resource management in the public sector utilizes performance appraisals to improve organizational efficiency. I will address the most important elements in the chapter. I will apply the question posed, and I will discuss why public sector employees need to know these things. Outcome-based criteria are the most important concept for successful personnel performance given the information in this chapter.
There are five important concepts enclosed in this chapter conducive to productive job performance: personal attributes, behavior, outcomes, and the value of validity and reliability in determining all three (Battaglio 191-194). Outcome-based metrics are the most important aspect of performance evaluation. This approach uses quantifiable, standardized measurable data to determine whether the employee has successfully delivered the expected job outcome.
Outcome-based measures are important to public sector employees because each government agency has different values and objectives. Outcome measures clearly state job performance expectations and this enables employees to fully grasp their spectrum of responsibilities and prioritize their tasks accordingly (Battaglio 192). Moreover, it is more straightforward to determine whether the employee is failing or succeeding in doing their job.
In conclusion, there are different types of performance appraisal based on traits, behavior, or outcomes. Outcome-based measures remain the most important and preferred by the public sector management because this approach uses quantifiable data that clearly outlines job expectations and allows employees to adjust their goals accordingly.
Work Cited
Battaglio Jr, R. P. Public Human Resource Management: Strategies and Practices in the 21st Century. CQ Press, 2014.