Productivity or the quantity of work is one of the most important evaluation criteria. This is because employees have work quantity objectives that must be reached. In case these objectives are not reached within the given period of time, it means the employee has certain difficulties reaching these targets or that the objectives have not been established in accordance with his possibilities.
The quality of work is also an important criterion that is usually taken into consideration when evaluating employees' work. The quality of employees' work is reflected in the quality of the products or services the company produces.
Communication is very important in all work processes, which makes communication skills a very important criterion in assessing employees' performance. When working in a team or when collaborating with several departments, communication must be placed within normal parameters.
The importance of interpersonal skills, professional behavior, and initiative is of lesser importance in comparison with the criteria discussed above. In our company's case, interpersonal criteria seems o be the most important evaluation parameter, while the quality and quantity of work are not taken into consideration as much as they should be.
C. In certain cases, the evaluation process includes supervisors, peers, and subordinates. Each of these categories can provide useful information in assessing the individual in case. For example, supervisors' job consists in monitoring the employees. They are therefore entitled to present their opinion on the employees' work. Peers can also assess the performance of their colleagues because they have the same objectives and are able to realize whether peers are doing their job or not. Subordinates are also able to assess their superiors' behavior.
D. Given their biases and subjective opinion,...
They may have certain interests in presenting a more favorable or a less favorable opinion regarding the work of the employee in case.
E. There are several performance evaluation methods that can be used. The critical incident method consists in the manager writing positive and negative performance of the employee. This method does not allow for organization diagnosis, not being sufficiently complex. The management by objectives method seems to be the most unbiased method in comparison with other method. This is because the manager and the employee establish objectives, and the employee is then assessed on how he reached the established employees. Behaviorally anchored rating scales are also unable to provide a thorough evaluation of the employees' work performance.
F. The most important error is represented by the fact that certain evaluation processes take into consideration criteria like social skills rather than professional skills. Other evaluations include people that have a biased opinion regarding the employee in case. In other cases, the evaluation is not performed by professionals in the HR field.
G. In order to improve performance evaluations, it is recommended to consult HR professionals and psychology experts that can build evaluation forms suitable for each company.
Reference list:
1. Grote, D. (2002). The Performance Appraisal Question and Answer Book: A Survival Guide for Managers. Retrieved August 30, 2010 from http://books.google.ro/books?id=rLPEs4wveyUC&printsec=frontcover&dq=performance+appraisal&source=bl&ots=xAJaXFjNJJ&sig=BOOG6SPpFcHa_pSE7GHYcZfYwVQ&hl=ro&ei=nxd8TIuMHNm5jAfm1d3TDg&sa=X&oi=book_result&ct=result&resnum=11&ved=0CFYQ6AEwCg#v=onepage&q&f=false.
