Performance Evaluation Case Study

1.0 Introduction

Evaluating Performance and Developing Employeeshas been implemented to ensure realistic and regular review of performance and to encourage formulation of plans for employee development. However, the individual growth and development are important and desirable to benefit the university. Two-way communication is an integral part of the process is needed and valued. Evaluating Performance and Developing Employees form provides the basis for a uniform appraisal system by standardizing and categorizing appropriate performance factors with a conciseness that reduces subjective evaluation, but it specifically allows each individual role to be clarified. This standardization is not meant to determine personal initiative or creativity.

4.0 Main causes of performances evaluation failure

Performance appraisal is a process by which organizations evaluate employee performance based on pre-set standards. The main purpose of appraisals to help manage effectively staff companies and use human resources toultimatelyimprove productivity. The performance evaluation process is seen as a simple process whichis a supervisor or manager only need to observe the work performance of their staff and give feedback on their performance from time to time. Some of the factors that lead to the failure of the performance evaluation process according to Bohlander(2001) are:

• Supervisor or manager does not have enough information on employeesreal work performance.

• Standard of measuring performance is not clear.

• Supervisor or manager does not have the skills to evaluate employeeperformance.

• Supervisor or manager is not prepared to evaluate employeeperformance as he or she does not want to be seen as a judge who is givingout an unfair

This method enables supervisors to evaluate the results achieved by employees. Therefore, it is more quantitative in nature, objective and empowerment can be present. There are two techniques which areproductivity measures and management by objective.

8.0 Error in Performance Evaluation

When evaluating employees’ performance, it is important to always compare actual performance to the performance standards. A performance evaluation must be fair and objective whichare based on the employee’s job-related behaviour but not on their personal traits or other factors that not related to the job. It is also important to make sure the evaluation is submitted complete with all required signatures and supporting documents.

As a manager or direct supervisor, it’s essential to be aware of the following common errors when rating your staff as part of their performance appraisal.

The Halo Error

This happens when one person rates another person on several different dimensions and gives a similar rating for each dimension. Staff often do this when they have a generally good relationship with the person they are rating and don’t want to be too strict. But it’s important they receive honest, objective feedback from aperformance appraisal in order to keep improving.

Personal Bias