Evaluation of the Effectiveness of Company Evaluation Program

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As recognized by the plant manager, the company's current performance evaluation system is flawed, especially when used to assess the sole trained engineer at the plant. The first three items on evaluation: friendliness, neatness of workspace, and attitude, do not factor in the quality of work performed or the value of the individual's contributions towards the plant's profitabilitity. Instead, the form emphasizes behaviors and traits, which, while worthy of consideration in the evaluation process, do not provide an accurate view of the employee within the scope of the company as a whole (Robbins, & Judge, 2007, p. 619-620). Additional points of concern regarding the plant's review process are the singular evaluator approach to the review, which can lead to skewed opinions and narrow observations, and a lack of engineering expertise on the part of the manager.

As previously mentioned, the evaluation process should emphasize individual accomplishments that helped the company generate revenue, reduce costs, improve efficiencies, and minimize risks (Robbins, & Judge, 2007, p. 619). Employee behavior can also be addressed in the review, especially when the employee is heavily involved in group projects where an individual's contributions may not be easily isolated (Robbins, & Judge, 2007, p. 619). Individual traits, such as confidence and dependability, may or may not have much impact on performance, and, as such, they should not carry as much weight as individual task outcomes and behaviors (Robbins, & Judge, 2007, p. 620).

While the criteria used to evaluate employees may vary from company to company, it is important to note that within an organization, the same criteria should be used from employee to employee. When man...

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...eight than improving the company's profitabilitity. Bringing in additional qualified reviewers would also add validity to the evaluations by balancing out potential leniency, halo, and similarity errors. In the case of the engineer who has no true peers at the plant, an outside auditor or regulator's input could provide details that only another trained engineer would be qualified to submit. Finally, the evaluation method itself should be scrutinized for effectiveness. Individual or group order rankings, narrative essays, or one of the other common evaluation methods may better highlight the true value of the individuals working at the plant.

Works Cited

Robbins, Stephen, & Judge, Tim. (2007). Organizational behavior. Prentice Hall

Iyer, A. (n.d.). Employee evaluation criteria. Retrieved from
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