Productivity or the quantity of work is one of the most important evaluation criteria. This is because employees have work quantity objectives that must be reached. In case these objectives are not reached within the given period of time, it means the employee has certain difficulties reaching these targets or that the objectives have not been established in accordance with his possibilities.
The quality of work is also an important criterion that is usually taken into consideration when evaluating employees' work. The quality of employees' work is reflected in the quality of the products or services the company produces.
Communication is very important in all work processes, which makes communication skills a very important criterion in assessing employees' performance. When working in a team or when collaborating with several departments, communication must be placed within normal parameters.
The importance of interpersonal skills, professional behavior, and initiative is of lesser importance in comparison with the criteria discussed above. In our company's case, interpersonal criteria seems o be the most important evaluation parameter, while the quality and quantity of work are not taken into consideration as much as they should be.
C. In certain cases, the evaluation process includes supervisors, peers, and subordinates. Each of these categories can provide useful information in assessing the individual in case. For example, supervisors' job consists in monitoring the employees. They are therefore entitled to present their opinion on the employees' work. Peers can also assess the performance of their colleagues because they have the same objectives and are able to realize whether peers are doing their job or not. Subordinates are also able to assess their superiors' behavior.
D. Given their biases and subjective opinion,...
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
Managers and Performance Evaluation The fact that so many managers dislike performance evaluation is as old and common as human nature itself. Performance evaluation is so disliked by so many because it requires that one take a long and hard look at oneself and engage in the process of problem-solving and making changes. Finding solutions and making changes are two of the most difficult challenges to face human beings because it
Performance Evaluation Critique Several years ago Arrow Electronics instituted an Employee Performance Review (EPR) system. However, the process was not providing the CEO. Steve Kaufman, the results that he had hoped for when it was instituted. The original goal of the EPR system was to help identify those individuals within the company whose performance was outstanding and whose career should be accelerated. It was also designed to pinpoint those who would
Performance Evaluation CEO From: Non-CEO Re: Internal Performance Evaluation System Purpose of the Evaluation System For the company Whole Foods, an internal performance evaluation system should be in place to ensure that the company maximizes its success and profitability. A performance evaluation system is necessary in order to implement internal control on the managers who work within the company. There are several reasons for this. It is important to remember that with a formal performance
Performance Evaluations In any sector, it is important to conduce performance evaluations to ensure worker productivity and to assess what changes, if any, need to be made to process or administration. According to Lawrence (2004), performance evaluations are important "to monitor employees' performance, motivate staff and improve company morale," (p. 1). Ironically, though, most employees dread evaluations because they can be stressful. The best way to create stress-free performance evaluations is
It transpired that this referred to my ability to use communications technology effectively and to the best of my ability. Besides many positive points about my working performance it was pointed out to me that I was not making adequate use of the internet and email as well as networking software to increase my contacts and sales. I was at first embarrassed by what appeared to be stern criticism of
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