Later the success of the system was evaluated by surveying the employees and it revealed that now the process is more result oriented and helps the evaluatees to know what are the criteria they are rewarded on and ultimately whether they are contributing positively to the organization’s overall goals or not. Some of them thought the process was tiresome but the results of the process were helpful. Data Collection MethodologyThe data was collected by means of evaluation surveys, in the form of questionnaire that asked for the individual performance appraisal from other individuals of an organization. The sampling procedure was simple; for each individual of the organization, the directly associated individuals were asked to fill out these surveys; for instance for a manager, his assistant, other department managers, his own supervisor i.e. the next immediate level person was asked to fill out the survey. The questionnaire contained open ended as well as close ended questions that had meaningful means associated to analyzing directly the performance of individuals.Approach for Data Collection & Survey FormationAs mentioned previously, the survey was formally formulated and approved by peer reviews and the scoring criteria was clearly embarked amongst the respondents and the subject persons.The major advantage of this approach is knowing the gut feeling of individuals and their thoughts about other individuals in the organization not just in the department itself but across the department too i.e. both the horizontal.
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In the paper “Perceptions of Performance Feedback” the author analyzes the new system focused on cross divisional feedback, peer evaluation, supervisor and the subordinate evaluation and also the self appraisal of the individual. The success of the system was evaluated by surveying the employees…
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