job holder position: HR manager

i attached a sample that could help you

Performance Assessment: Indicate who will be the sources for evaluating the job holder (i.e.: supervisor, peers, subordinates, self, customers), and indicate when the performance appraisal will take place. . In using the behaviors approach, you need to use the comparative systems approach by using the Forced Distribution method. In using the behaviors approach, you also need to use the absolute systems approach by using the Graphical Rating Scales method or BARS method. Performance Assessment The Source of evaluation for a Product Marketing Manager At this level the general manager will use the 360 degree feedback method as a tool to evaluate the product marketing manager and this method gives the opportunity to understand how was the product marketing manager's performance and effectiveness as an employee because it is based on behaviors and can give the right feedback into the skills needed to complete the company mission, vision, company and individuals goals. The main purpose of the 360 degree feedback to assist each employee, peers or self-feedback to show the weaknesses and strengths to help in development and can identify which training needed for better customers service or self-development and can be used directly from supervisors, peers and self and can directly save time and energy for better understanding how employees perform. The 360degree method helps in team development to working together as a team to share knowledge, experience in planning and execution. This feedback method is accurate and can give a clear picture on employees performance and can reduce the discrimination risk in assessment due the various of feedback coming from various individuals in job functions such as sales department, human resources or even the same department. 360 degree feedback method can give right feedback about customer services and product to improve it. Forced Distribution Method We used the forced distribution method to measure the product marketing manager's behaviors in terms of one of the performance standards which is delivering product solutions and feedback within an approval rating of 2-4-point scale to compare between him/her and other employees. 12 FORCED DISTRIBUTION METHOD 10 NUMBER OF EMLPYEES 0 TOS 10% NOT MEETING EXPECTATIONS MEETING EXCPECTATIONS 2014 EXCEEDING EXPECTATIONS Graphical Rating Seule 2 Poor Fairly poor Fairly Good Good Excellent X Performance level Brand Management Selling or convincing others Developing product pricing strategies Making decisions & solving problems Thinking Creatively Commercially aware Entrepreneurial Financially literats Collaborative Responsible X Excellent. The product marketing manager continuously demonstrations high level of job knowledge in all aspects of his ber job Good demonstrates high levels of job knowledge in mest aspects of his her job. Always completes all usual tasks. He she regalarly seeks to acquire new jod knowledge while also looking for guidance in some area Fairly GoodThe product marketing manager demonstrates a fairly good level of job know and may need some help in completing complex tacks FINAL PROJECT Fairly poor does not always meet deadlines or complete tasks needed for his her job and does not put an effort into obtaining new skills or knowledge to develop his/her performance Poor tegularly implements takes inaccurately call and has no appreciation for getting his her performance better