Employee Evaluation Process For Goal Setting And Goal Alignment Based On The Company 's Missions And Vision

Employee Evaluation Process For Goal Setting And Goal Alignment Based On The Company 's Missions And Vision

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RMFD managers use the employee evaluation process for goal setting and goal alignment based on the company’s missions and vision for the upcoming year. This allows the manager to communicate the business strategic business plan to the employees.
The performance evaluation also gives the manager a formal opportunity to provide feedback to the employee on what they are doing right and what might need improvement. This formal opportunity also gives the employee a chance to share his or her thoughts with the manager about goals or job performance.
The formal review can be used to determine the employee’s future career path with RMFD, positive or negative. This gives the manager and employee an opportunity to discuss career advancement goals. The performance evaluation gives managers an opportunity to recognize their employee who did a great job over the past year.
During the performance evaluation the manager can review the expectations of general job functions with the employee. Any questions the employee might have regarding specific job functions can be sorted out during the face to face meeting.
The annual performance evaluation gives the manager an opportunity to determine a merit increase is warranted for the non-union administrative staff.
Over the past few years, the requirement of completing a performance evaluation for union represented employee has not been met. This is due to the union employees receiving an automatic merit increase on their anniversary date. The managers and employees feel that since the performance evaluation is not tied to merit increase, why go through the trouble and time to complete it.
The rating scale of 1 to 3, matching behavioral expectations to observed performance, ...

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...et through the evaluation process and doesn’t forward think 2 to 5 years ahead for the employee which encourages the employee to plan their career.
Generalized feedback. Because the managers are busy and a year has passed since the last performance evaluation, the manager must recount the past year about behaviors and job performance. It is easy to forget about things that happened some time ago and only remember current issues that have occurred in that last couple of weeks. This causes the feedback to be generalized because the manager cannot remember details of each situation. This prevents unacceptable performers from improving and makes great employees resentful because the manager cannot remember concrete details that could help them progress. This also causes a manipulative behavior from poor performing employees to work hard right before their review.

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