In this paper, we are going to be looking at the process of employee performance evaluations. This will be accomplished by focusing on: areas for improvement, the most common challenges in the process and what steps can be taken to expand these procedures. Once this occurs, is when we can offer the best strategies for objectively evaluating staff members.
Performance Evaluation
Explain three points of concern with the given company's current evaluation form.
The three points of concern with the company evaluation form include: the way constructive criticism is provided, the role of managers in the process and how this is influencing the engineer on the project. The combination of these factors has created an adversarial environment during the evaluation.
Define the most commonly-used sets of criteria which should be evaluated in a performance evaluation.
The most common sets of criteria that should be used during any kind of performance evaluation include: the ability of the person to work with other people, their performance on the job and their capabilities of adjusting to a host of problems. These different elements are important, because they will provide managers with a way of objectively evaluating if someone is a team player. This is when you can determine which employees will help the organization to achieve its objectives over the long-term.
Compare the relative value of the commonly-used sets of evaluation criteria identified in the previous question.
The value of the different criterion that was established previously, is that it is identifying the ability of an individual to deal with a variety of situations. Those individuals who can work well with others will help to create a work atmosphere that is conducive to everyone. This will promote respect and teamwork among the employees as well as managers.
The performance on the job is when you are looking at the quality of work for the individual and the impact of their activities on the organization. This helps executives to objectively see how they are assisting the firm in reaching its overall goals. Therefore, this is placed higher among the different attributes, as this will decide how effective the company is in reaching its goals.
The ability of the individual to adjust to a host of problems is the most important trait that all employees should possess. This is because it will help them to quickly adapt to changes with: regulations, the industry and demand from customers. Over the course of time, this will allow the firm to remain competitive by employees possessing this attribute.
Explain the advantages of including supervisors, peers, and subordinates in the evaluation process.
The advantages of including supervisors, peers as well as subordinates into the process are: it will provide the best views of the individual's strengths and weaknesses. This is because the firm is looking at how various stakeholders inside the organization will see this employee. Once the evaluation is complete, is when you will know how well they can: lead, follow instructions and work with colleagues.
Explain the disadvantages of including supervisors, peers, and subordinates in the evaluation process.
The biggest disadvantage is that this could be used as a way to become overly critical of employees. When this takes place, the odds are high that the person will feel disrespected based on the negative comments that they are receiving. This will lead to lower levels of productivity and employee motivation. Once this happens, is when these kinds of attitudes can begin to affect others around them.
Compare and contrast at least three common performance evaluation methods used to analyze performance data after it has been gathered.
Three different performance evaluation methods include: self-evaluation, the 360 degree approach and critical incident analysis. Self-evaluation is when the employees will rate their performance. This can be used with the manager's evaluation to understand what areas are being overlooked by the individual. The 360 degree evaluation is when other departments inside the organization are reviewing the performance of the employee. In this case, the basic idea is to receive different viewpoints about what issues are affecting employee performance and to identify the strengths of the individual. This is different from self-evaluation by not seeking out the opinions of the person being evaluated and it is studying other beliefs in the process. Critical incident analysis is when managers will keep a log of employee issues and positive attributes. During the evaluation, is when the list is presented to the individual. This is different from other methods by relying on the views of managers to determine their strengths and weaknesses. (Anderson, 2012)
Provide examples of at least three biases and/or errors that frequently impact the accuracy of performance evaluations.
Three biases during the performance evaluation process includes: the attitudes of employees, managers and outside parties. The employees' biases are when they believe that they are doing everything right and do not want to be corrected on anything. This makes it difficult for them to work with others and adapt to the position. Management biases are when executives will let overly favorable or negative opinions influence their views. This means that they could ignore or overemphasize problems. Outside parties can use the process as a way to make fun of someone or to protect friends and allies. These different areas are important, because they can have an effect on the quality of the evaluation and how the individual reacts to this information. ("Performance Appraisal Biases," 2012)
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