Performance Evaluation Paper - Essay Example

Secondly, in his evaluation the manager used terms that were not effective in the evaluation process. Instead of using the terms such as medium or low-medium, the manager could have used evaluation ratings such as outstanding, meets expectations, exceeds expectations, below expectations or unsatisfactorily (Robbins and Judge, 2007). In this way, it was possible for the manager to rate the engineer’s attitude. Thirdly, the current evaluation form used by the manager does not suggest methods of improving the negative aspects of the employees. Part A 1. Definition of the most commonly-used sets of evaluation criteria in organisations Productivity This is the volume of products or services that an employee produces during his or her duties.

Employers mostly reward highly productive employees to motivate them and enhance higher productivity. Quality It means the originality of the work done by the employees. It portrays the innovativeness of an employee. Consistency This means production of similar quality and quantity of work. Employers measure constituency by comparing the previous and the current evaluations. Attendance This is the rate at which the employees report to work. It involves checking the attendance records and valid reasons for absenteeism.

Adherence to policy It means the extent to which the employees abide to the procedures that are set by the company. Part B. The relative value of the commonly-used evaluation criteria defined in Part A 1 As mentioned in the previous section, employers are keen to reward the employees who portray significant productivity thus motivating them to work hard. Even though the amount of products by the employees is a major evaluation criterion, it should not compromise the quality of the products. This is the major reason as to why managers evaluate the quality of the work done by employees.

In the same way, consistency ensures that employees who depicts waxes and wanes during their duties are noted and adequate training done to ensure they maintain unswerving performance (Robbins and Judge, 2007). Attendance ensures that employees are there when they are needed by their employers. Employees who are consistently at work are highly desired by the employers and their co-workers. Adhering to policies set by a company ensures employees’ safety and an improved working environment. Part C.

Advantages of including supervisors, peers, and subordinates in the evaluation process It ensures that the ratings are anonymous. In this way, individuals provide open and honest evaluation that cannot be singled out from the multiple sources. In addition, inclusion of the various stakeholders ensures that ratings portray multiple perspectives that are ignored by the top-down technique of evaluation adopted by the traditional appraisals. In the same way, including supervisors, peers, and subordinates during evaluation saves time and it provides helpful performance feedback (Thomas, 1987).

This is due to the fact that there are no comparisons between workers, no goals and there are no figures involved in the process. Part D. Disadvantages of including supervisors, peers, and subordinates in the evaluation process One of the major disadvantages of including supervisors, peers, and subordinates in the evaluation process is that the possibility of giving dishonest feedback is high. For example, subordinates may give dishonest feedback