Performance Evaluation Essay Example | Topics and Well Written Essays - 1000 words

Performance Evaluation - Essay ExampleThis is one important aspect which the current rating scale does not consider. Another take aim of concern is that the ratings given by supervisors may be biased. A person may be an excellent tempter but may have differences with the supervisor. This would essence in him received a bad feedback despite displaying excellent end results in work. Another point of concern is that people may be work shirkers and at the same time develop cordial relationships with colleagues and bosses. This appraisal system will not judge the person on the skills practiceed and he will understood receive good rankings. On the other hand, a good worker who is unable to please colleagues and bosses may receive poor rankings. This will lead to licking and people may even leave the organization in future. Performance of an employee can be rated by following some common criteria. In assure to assess performance, a set objective must be given to each employee at th e start of the year. Depending on the achievement of both short line and long term goals, the performance of an employee can be judged. Some of the most common criteria for juding the performance evaluation of an employee are as follows 1. Skill and expertise in performing a task One of the most common criteria is the skill and expertise shown in performing a task. This may involve critical issues desire problem solving and decision making skills. Meeting deadlines and meeting up with the quality and service standards is similarly included in this. 2. Behavioural aspects the behavioural aspects of an employee should also be taken into consideration while judging the performance of an employee. Cordial attitude and good rapport with staff. A leader should encourage the followers to perform a task in a proper way, assumes responsibility for finishing a task and is accountable for the losses made due to his or her decisions. retentivity things organized and maintaining good re lationships with subordinates is also a common criterion for performance evaluation. 3. Verbal feedback of the superior is also an important criteria for performance evaluation. There should be a face to face interaction between the superior and subordinates in which the superior suggests areas of improvement and also rates the subordinate on his or her performance. 4. Performance evaluation criteria must not be biased and should be impartial and fair. The supervisor should try to judge the subordinate depending on the work performed and the behavioural traits shown towards a work. He or she should not give wrong ratings due to individual differences. The current organization does not take into account the performance of the engineer. Here the supervisor effect that the current performance evaluation was indeed biased as it did not take into consideration the positive traits that the engineer displayed in matching deadlines and attaining a sealed task to perfection. Hence the cu rrent performance evaluation systems need to be altered as it does not consider all of the above mentioned common criteria to evaluate the performance of an employee. All in all, performance evaluation should be a judicious mix of qualitative and quantitative aspects displayed by an employee in his work place. (Weiss, Brennan, Thomas, Kirlik & Miller, 2009). The feedback mode which entails taking into consideration the opinions given by superiors, peers and subordinates in the performance appraisal of an employee is known a 360 degree