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Organizational Performance Evaluation

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Organizational Performance Evaluation

1. Major concerns with the Companys current evaluation form

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The major concern with the current evaluation program is that the focus is based on personalities of the engineer being evaluated, and no focus is put on the positive impacts that have been brought by the engineer being evaluated. Another concern is that the evaluation is done by the plant manager, and other members of the organization are not allowed to make an evaluation. The other concern is that focus is not put on accomplishments that have been brought to the company as a result of the contribution of the engineer such as reduction in costs of operation at the company.

The most commonly used sets of criteria for evaluation of performance are rating scales, critical incidents and management by objectives. In rating scales, the major areas for appraisal are identified such as specific skills, skills of communication, reliability or flexibility, and a rating scale is tailored to reflect the right skills for performance of the duties or jobs in the organization. In the critical incidents method, owners of the business maintain documents pertaining to each employee that describes the areas where the worker performed effectively and determining areas that require improvements. In management by objectives method, there is cooperation between the managers towards the creation of a range of objectives that need to be attained during the process of review. The objectives have to be specific, clearly stated and realistic and focused on accomplishing the needs and objectives of the organization.

2. Comparison of relative value of the commonly used sets of evaluation criteria

The uses of various sets of evaluation have different forms of values to the organization. For instance, when rating scales are used, it ensures specific skills required to perform a particular task so that the highest level of expertise can be applied on the job. Therefore, when appraising a technical worker, it ensures that technical skills are used to measure areas that need to be improved in order for an employee to apply the technical skills effectively (Chollet, Dorizzi & Petrovska-Delacretaz, 2009). The value brought by critical incidents method is that it ensures that a detailed analysis is performed on an incident so that the work is improved. When management by objectives method is used, it ensures that objectives are easily understood by employees so that when they start performing their tasks, they channel their effort towards accomplishing these objectives.

3. Advantages of involving supervisors, subordinates and peers in the evaluation process

There are many advantages of including supervisors, peers and subordinates in the evaluation process of performance of an employee in an organization. The advantage is that it ensures that the performance is obtained from various perspectives so that the overall performance evaluation is based on aggregate observation from the organization. For example, when supervisors are involved, it ensures that areas of operation in which their subordinates do not show competence are identified, and they are informed to improve on such areas. The involvement of peers ensures that they observe the activities of their colleague so that they can explain whether their colleague is hard working in his area of specialization or not (Ganchev, 2011). This assists in advising the employee being evaluated to either improve in his/her areas of operation or maintain the level to which he/she is working in the specific area. When subordinates are included in the evaluation process, they are able to identify areas that need to be evaluated, but have been neglected by their seniors as well as provide their ideas regarding the best evaluation method that can be useful in coming up with the right recommendation for a specific task being evaluated. Consequently, it results into attainment of full picture of an employees performance report that is difficult to achieve when traditional methods are used. It is also a method that provides an assessment of competencies so that the aims of achieving personal development are accomplished.

4. Disadvantages of including supervisors, peers and subordinates in the evaluation process

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Despite the advantages of including supervisors, peers and subordinates in the evaluation process, there are a number of disadvantages associated with this method of evaluation. For example, when supervisors are involved in evaluating the performance of an employee, they might use personal bias to evaluate some employees who are not in good terms with them and the outcome of the evaluation would not be a true reflection of the level to which an employee is performing in an organization. In addition, the involvement of many people in the evaluation process will result into different observations regarding the performance of the employee that result into lack of understanding of the areas of interests that need to be focused on so that the employee can contribute to the productivity of the organization (Chollet, Dorizzi, & Petrovska-Delacretaz, 2009). There is also a high possibility that a subordinate who is not in good term with his senor will give an evaluation based on their relationship with the senior during his evaluation. As a result, the outcome of the evaluation process will result into a picture that does not illustrate the actual areas that need to be improved in order to attain high performance of employees in the organization.

5. Comparison and Contrast of three common Performance Evaluation Methods

An example of a major evaluation method is the 360 Evaluation Method where input from a manager is the departments where an employee works with are involved in the evaluation process. The data for evaluation is obtained from various departments and combined to assist in the evaluation of an employee. Another method of evaluation is the Graphical Scale Method of Evaluation. In this method, the performances of an employee in various jobs duties are graded on a scale and can be used to compare several employees simultaneously. It consists of a range that runs from poor to excellent.

Performance evaluation can also be done by use of the Checklists. In this method, a number of performance questions that have options for Yes and No are provided. If there are excessive numbers of negative responses, it indicates the need for development training for a particular employee. It is a method of identifying employees who have deficiencies in a number of areas of performance.

6. Three major biases that impact the accuracy of performance evaluation

An example of a bias that impacts the accuracy of performance evaluation is the Halo Effect. This is the process where a rater may make a negative of positive impression on an employee that results into rating across all directions. It is common when a manager either likes or dislikes an employee and allows personal feelings to influence the rating process of the employee.

Another example of bias is the leniency error (Ganchev, 2011). This is a case where a rater tends to rate all employees at the positive side of the evaluation process or the negative side. Another form of bias is the central tendency error. This is the tendency of a rater to avoid making extreme conclusions regarding the performance of an employee thus making all evaluations concentrated towards the middle part of the scale.

7. Appropriate tools that can be used to improve the performance evaluation in the given situation

According to the situation experienced in the existing organization, an example of appropriate tool that can be used to evaluate the performance of the engineer is the 360 degrees evaluation method. This can be applied when the plant manager seeks the evaluation information from various departments that the engineer cooperates with so that he can get the overall rating of the performance of the engineer. This will ensure that various views are obtained from all departments thus making evaluation results into actual illustration of performance of the engineer at the company.

Another tool that can be used for evaluation of performance of the engineer at the company is the checklist. In this method, the plant manager can form a series of questions regarding the performance of the engineer with the options of Yes or No so that the performance can be considered good when the number of Yess is high and low when the number of Nos are many.

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