Performance Evaluation

1819 Words4 Pages

There is a purpose in doing performance evaluations, in which it helps management make general human resource decisions. Performance evaluations provide input to help make important decisions such as promotions, transfers and even terminations. Also, could help to identify training and developments they need, as well help develop programs and providing feedback to employees on how they performed on their review. Performance evaluation can help to see who will get merit pay increases and other rewards.

In the scenario, I have three concerns about the evaluation that our manager is using. The first concern is the three items that they used to evaluate, friendliness, neatness and attitude, which are not in itself a dreadful start, but the manager needs to go further. These three items are weak only because the manager has done them, and it is the managers own bias opinion. When the manager is evaluating these three areas, a more suitable method of evaluating would be to ask others that work with the engineer personally. This brings me to my secondary concern; having only the manager evaluating the engineer is not applicable either. Because there is no one qualified to evaluate the engineer, the right thing would be to use the 360-degree method. By using a 360-degree evaluation, this would make a more accurate evaluation. In our scenario, the engineers’ performance would be done by other people who have dealt with him, this is including outside sources. The third concern is that because the preceding evaluation went bad with the engineer that the manager might back out in giving the engineer his evaluation. This is very important for the engineer to receive this feedback to help him improve.

Since the performance evaluatio...

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... in our scenario; the manager is reluctant to give the evaluation because the engineer became very angry with the results on the preceding review. The best solution to this in our scenario is not to ignore it, but to train the manager to be competent to conduct constructive feedback.

Performance evaluations are very important and with the proper training, and the best method, giving an evaluation does not have to be painful.

Works Cited

Robbins, S. P. & Judge, T. A., (2007). Human Resource Policies and Practices. Organizational Behavior (12th ed.) (pp. 618-626). Upper Saddle River, NJ: Pearson Prentice Hall.

North, Archer (2010). Common Mistakes. Performance-Appraisal. Retrieved from http://www.performance-appraisal.com/mistakes.htm

North, Archer (2010). Bias Effects. Performance-Appraisal. Retrieved from http://www.performance-appraisal.com/bias.htm

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