Strengths And Weaknesses Of Performance Evaluation

There exist several approaches that determine how to do performance evaluation, each of which has its own strengths and weaknesses. In order to achieve its our strategic business goals, an organization can choose to adopt a particular approach or blend many of these approaches for the sake of implementing an effective performance management system. This system needs to evaluate both the performance results as well as the behaviors that the employee has demonstrated to achieve the organization’s business goals.

Comparative Approach

Comparative approach involves ranking an employee’s performance with respect to that of others’ in the group. A straightforward technique would be to simply rank employees from the highest performer to the lowest

It is very effective in motivating employees for enhanced productivity and measuring the feedback. It consists of four steps. The first step is to identify the objectives which the organization want to achieve. The second step measures how well these objectives are made. While the third step involves how effective are they in evaluating the employee performance. Finally, the last step gives feedback to the employees. Organizations calculate an overall productivity score as a summation of the performance scores of all these factors.

The main advantage of result-based approach of performance measurement is that it converts strategy into operations with a more holistic view. It takes into consideration the external environment of the job such as like customers and learning and growth. It does not simply rely on financial indicators of job performance.

EMPLOYEE

First activity is on the job training, Provide skill and knowledge by answering questions, reviewing work, discussing progress and providing general direction and work through actual problems in order to share insight and problem solving strategies. Lastly monitor development progress and feed back the results. Second activity is mentoring, Share the experience, knowledge and ideas on specific topics with the staff member in order to encourage employees to try new approaches to solving problems.

Third is job rotation, Transfer the employees to another job at the same position level to broaden their knowledge and experience as well as develop an appreciation for viewpoints and interrelationships of various groups within the organization. Finally the last activity is temporary assignments, Select a problem area that will require increased analytical ability, improved judgment, knowledge of the organization and decision-making skills. Assign an in-depth study of the problem area and review and critique the