Companys Current Evaluation Form - Essay Example

A. Explain three points of concern with the given company’s current evaluation form.  The given scenario of the company represents that there are various loopholes in its existing performance evaluation system. Firstly, there are no relevant personnel available to appraise the performance of the specialized field personnel, e.g. there are no appropriate personnel available in the company to assess the performance of the engineer. Secondly, the performance evaluation forms that are being used do not encompass the relevant criteria to evaluate the performance of the employees. Random questions and statements are used having no particular objective behind them. Thirdly, there are strong evidences found which represent the inclusion of an element of biasness and partiality in evaluating the performance of the personnel, which in turn may lead to significant deviations from the actual performance of the personnel. 1. Define the most commonly used sets of criteria, which should be evaluated in a performance evaluation.  The most commonly used criteria to judge the performance of an employee are based on the following three characteristics: Personality Traits Traits are defined as the properties and characteristics of any given person’s personality. Every person always keeps and carries all personality traits with him/her such that these traits become inseparable from the personality of the person. In evaluating the performance of an employee, the personality traits do have their importance as they actually demonstrate what the personality of the employee is all about (Dessler 2010). Is he/she charming, extrovert, sharp, lazy, or arrogant etc? Behavior Behaviors are the particular course of action that a person demonstrates in a particular situation. Behaviors are more concerned with the physical activities and dealings that a person displays given the overall theme or mood of a particular environment. These behaviors are also affected by the mood and emotions of the person as well. For instance, the employee may reflect a careless behavior in the work environment which would be referred to as his behavior, but what actually is causing him to behave in such a weird manner, might be the family issues, financial issues or any other issue (Dessler 2010). Job Results Job results are the actual outcomes that are achieved as a result of performing a specific task or duty. Whatever task or duty assigned to the worker, is judged by the ultimate outcome or result of that particular task (Dessler 2010). For example, if an employee is assigned to draft a particular report, the ultimate outcome or result of that task would be the final draft report to be handed over to the supervisor. B. Compare the relative value of the commonly used sets of evaluation criteria identified in A1.  What actually matters to any organization are the results obtained by the employees. Only those organizations prosper and remain successful in developing a result-oriented culture in their organization. Then there comes the behavior of the employees, how they perform their tasks, how they behave with their colleagues, etc. The personality traits should be least focused while evaluating the performance of the employees as they vary with employee to employee. Therefore, in order to create objective criteria for the performance evaluation of employees, the major emphasis should be placed on the job results, followed by the behavior of the employees and then in the end, the personality traits should be considered as the last criterion (Dessler 2010). C. Explain the advantages of including supervisors, peers, and subordinates in the evaluation process.  The inclusion of peers, supervisors and subordinates in the performance appraisal activity has significant benefits. The evaluation process becomes fair and acceptable to the employees as these employees are appraised by most of their colleagues, which enhances the overall integrity of the performance evaluation process (Nkomo, Fottler & MacAfee 2010). Validity of the performance appraisal process also increases with the inclusion of an increased number of evaluators. D. Explain the disadvantages of including supervisors, peers, and subordinates in the evaluation process.  The inclusion of peers, supervisors and subordinates in the performance appraisal activity reflects various disadvantages as well such that the process becomes quite complex in completing the evaluation with so many participants. It takes a lot of time as well as leads to increase in cost. The real disadvantage of this inclusion is the hardship faced during the review and accumulation stage of the evaluation such that it becomes quite difficult to arrive at a particular level of employee’s performance as to how good or bad was the employee in his/her performance on an overall basis (Nkomo, Fottler & MacAfee 2010). E. Compare and contrast at least three common performance evaluation methods used to analyze performance data after it has been gathered.  Performance evaluation methods are different techniques that help in analyzing the data, which has been gathered. The data can be analyzed through various methodologies. Some of them are: i. Evaluating the current performance against several criteria. ii. Analyzing association among different key performance indicators. iii. Analyzing disintegrated data Evaluating the current performance against several criteria In order to analyze the data, be it for personnel or organizational performance, the foremost method, which is utilized, is comparing and evaluating the current performance against several different criteria. For instance, if the performance evaluation of employee is being done, then the performance of employee must be evaluated based on his punctuality, politeness, coordination, productivity etc. If the performance evaluation of an organization is being done, then the multiple criteria may include the historical results that are profitability, public image, social responsibility etc. Analyzing association among different key performance indicators ` Another technique of evaluating performance is to analyze the relationship among performance indicators. It can be done in a quantitative as well as qualitative manner. Performance Measurement Systems (PMS) are also used for this purpose. These tools help managers in setting strategic decisions and identifying key performance indicators. PMS evaluate whether the performance indicators help to achieve the desired objectives or not. Analyzing disintegrated data Disintegrated data is data which does not portray a coherent result. There are variations in such data. These variations can be tracked through different statistical and econometrical software. These software help in identifying whether there are any outliers present in the data. F. Provide examples of at least three biases and/or errors that frequently impact the accuracy of performance evaluations.  The three cost common errors or biases that hamper the overall quality of the performance evaluation mechanism are: Halo Effect Halo effect is created when the evaluator judges an employee’s performance based on a certain trait or characteristic. For instance, the evaluator feels the employee has excellent communication skills; this particular trait of the employee can lead the evaluator in assessing the other rating areas erroneously because the evaluator is highly impacted by one single trait of the employee (Werther & Davis 1996). Central Tendency This error occurs when the evaluator evaluates all the employees based on average ratings. This error is quite beneficial for the lazy and carefree employees, and frustrating for the hardworking and capable individuals. (Werther & Davis 1996). Recency Effect Recency effect is established when the employee performs significantly well in all the areas of work especially when the time of performance appraisal approaches closer (Werther & Davis 1996). By adopting this strategy, the employees manage to create a good and soothing impact of their performance on their supervisors and colleagues so that they can rate them on good or excellent levels, no matter how they actually performed throughout the year. G. Based upon your findings, describe appropriate tools and techniques that can be used to improve performance evaluations in the given situation.  In order to improve the performance evaluation system of the company under the given scenario, the HR department of the company should formulate a well designed performance evaluation form which should focus on all of the three aforementioned criteria including job results, behaviour of the employees and their personality traits. A 360-degree feedback program should be implemented in the company such that every employee is appraised by every other colleague as well as himself (Nkomo, Fottler & MacAfee 2010). References Dessler, Gary. (2010). Human Resource Management. Canada: Pearson Education. Nkomo, Stella M., Fottler, Myron D. & McAfee, R. Bruce. (2010). Human Resource Management Application. 7th ed. United States: Cengage Learning Inc. Werther, William B. & Davis, Keith. (1996). Human Resources and Personnel Management. United States: McGraw Hill. Read More