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

Performance Evaluation - Case Study ExampleLastly, the up-to-date valuation form rates an employee on a master that is not clearly defined. The use of average and low-medium ratings can have diametrical meanings and can form different perceptions on raters and cannot be quantified as surface as some other rating scales might do. These ratings are also relative to the performance of others and indeed might not accurate portray the performance of the employee and his commitment to the organization. A1. Some of the most commonly apply sets of criteria used to evaluate the performance of an individual on the job are skill set, contribution towards the general mission and goals of the company, and an employees work ethic. B. Evaluating base 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 in priceless because it sends a message to the employees that they sh all be evaluated based on what they achieve for the company. Thus employees shall be more disposed(p) to meet targets. In situations where an employees contributions can be quantified, this set of criteria can prove to be quite an 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 evaluatio n 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 leading in the organization. This type of feedback provides the employee with more detailed information which can be useful in develop the employees career. D. Disadvantages Personal issues whitethorn affect the accuracy of evaluations as some subordinates, supervisors and peers may give slanted or dishonest opinions. Secondly, supervisors may deliberately give lower ratings so as to protect their deliver 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 ev aluation, graphic rating scale and management by objective (MBO). The paired comparison style is used when a lot of germane(predicate) options are present. Each option is compared to the others in the list and given a wee 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 forthcoming and where priorities are not clear. However, it is not