A. The points of concern with the current evaluation form of the company is that the current evaluation procedure is much too focused on an employee’s character and his conduct in and around the workplace. The engineer’s task performance function is given less importance and his ability to maintain and preserve relationships, keep his working environment clean and attitude towards co-workers is focused on to a higher degree…
Lastly, the current evaluation form rates an employee on a scale that is not 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 some other rating scales might do. These ratings are also relative to the performance of others and thus might not accurate portray the performance of the employee and his commitment to the organization. A1. Some of the most commonly used sets of criteria used to evaluate the performance of an individual on the job are skill set, contribution towards the overall mission and goals of the company, and an employee’s 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 shall be evaluated based on what they achieve for the company. Thus employees shall be more inclined to meet targets. In situations where an employee’s contributions can be quantified, this set of criteria can prove to be quite useful. When evaluating based on work ethic, an employee’s 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 employee’s skill set is also an integral part of evaluations. It helps understand an employee’s strengths and weaknesses and provides a broader view of an employee’s performance. C. Advantages: There are many advantages of getting feedback from supervisor, subordinates and peers. A 360-degree evaluation provides 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 employee’s career. D. Disadvantages: Personal issues may affect the accuracy of evaluations as some subordinates, supervisors and peers may give biased or dishonest 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 paired evaluation, graphic rating scale and management by objective (MBO). The paired comparison style is used when a lot of relevant options are present. Each 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 there are plenty of options available and where priorities are not clear. However, it is not ...
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