Systems in HRM: One of the Most

¶ … Systems in HRM:

One of the most significant aspects of the human resource department of an organization is evaluating the implemented HRM methods to determine their effectiveness. Given that there is no single evaluation system that is applicable and effective for all organizations, different types of evaluation systems are used in human resources. However, all human resources evaluation systems are centered on employee performance evaluation. These systems act as a catapult in rewarding employees, determine performance issues, and help in developing strategies to improve an employee's performance. Some of these evaluation systems include

Comparative Standard Evaluation System:

The comparative standard evaluation system is used by organizations to grade employees against one another and is one of the traditional grading methods. The system uses a straight grading method where an employee's overall performance is compared with that of his/her colleagues. On the other hand, this evaluation system also uses the forced ranking strategy where an employee's performance is compared and graded depending on percentages. The paired ranking method is also used in comparative standard evaluation where the productivity of two employees are compared with others doing similar tasks (Howard, n.d.). The straight, forced and paired evaluation systems in human resources are conducted by an organization's human resource department.

Absolute Standard Evaluation System:

Unlike the comparative standard evaluation system, there is no employee comparison made in this evaluation system. The system evaluates employees through various criteria and standards including the graphic rating scale, which is the most common method. Supervisors use the graphic rating scale to assess employees' skills and accomplishments as well as their behavior, communication, and reliability. The second method in this system is easy narrative where employees' weaknesses, achievements, training needs, and development are documented in paragraph form. The third absolute standard evaluation system is the weighted checklist that involves recording an employee's good and bad performance events by supervisors. Through these records, the supervisors assess the recorded good and bad performance events to determine an overall rating. The final method in this system is the critical method where the focus is on top and bottom levels performance of employees.

Management by Objectives:

This is one of the modern evaluation systems that focus on establishing employees' goals and assessing and rewarding their achievement of the set goals. The goals and objectives are established following discussions and agreements between the management and employees. This is to ensure that supervisors and employees have a clear understanding of the goals with which the actual evaluation is based on.

360-Degree Evaluation System:

In addition to being the popular evaluation method, the 360-degree evaluation system assesses employees not only from a supervisor's perspective but also from their interactions with other people in the organization (Clark, n.d.). Therefore, an employee is evaluated by his/her supervisor, peers, subordinates, and clients to give a 360-degree feedback.