Performance Evaluation Case Study Example | Topics and Well Written Essays - 1250 words

Performance Evaluation - Case Study ExampleLastly, the current evaluation form rates an employee on a scale that is non clearly defined. The use of medium and low-medium ratings can have different meanings and can form different perceptions on raters and cannot be quantified as well as or so other rating scales might do. These ratings are also relative to the murder of others and thus might not accurate portray the performance of the employee and his commitment to the organization. A1. more or less of the most commonly used crashs of criteria used to evaluate the performance of an individual on the job are skill frozen, contribution towards the over on the whole mission and goals of the company, and an employees work ethic. B. Evaluating based on overall contributions can be done based on criteria like sales figures, number of contracts negotiated and won and other task-related criteria. This set is perhaps most valuable because it sends a message to the employees that they sha ll be evaluated based on what they achieve for the company. Thus employees shall be more inclined to meet targets. In situations where an employees contributions can be quantified, this set of criteria can prove to be quite useful. When evaluating based on work ethic, an employees punctuality, friendliness, honesty, motivation and absenteeism are all taken into account. This set is valuable to an evaluator because in working environments that require low absenteeism and group harmony, the employee will be judged on how he fares across these dimensions. This set of criteria can of course be modified according to the needs of the organization and the individual. Lastly, examining an employees skill set is also an integral part of evaluations. It helps understand an employees strengths and weaknesses and provides a broader view of an employees performance. C. Advantages There are many advantages of getting feedback from supervisor, subordinates and peers. A 360-degree evaluation provid es a more rounded feedback to the employee. It helps the employee in understanding the areas he needs to improve upon in order to develop as one of the leaders in the organization. This type of feedback provides the employee with more detailed information which can be useful in developing the employees career. D. Disadvantages Personal issues may affect the accuracy of evaluations as some subordinates, supervisors and peers may give biased or untrustworthy opinions. Secondly, supervisors may deliberately give lower ratings so as to protect their own jobs and avoid the risk of being surpassed by their subordinates. If a particular employee is a favorite of the supervisors, he/she may be rated higher than others and have their contributions recognized quicker than others. Lastly, each rater can have a different viewpoint of performance so consistency will be lacking across different raters evaluation E. Three data analysis tools for performance appraisal are polar evaluation, graphi c rating scale and management by objective (MBO). The paired comparison style is used when a lot of relevant options are present. distributively option is compared to the others in the list and given a score and the option with the highest score is selected at the end. The paired comparison style is useful in situations when on that point are plenty of options available and where priorities are not clear. However, it is not