Employee Performance Evaluation Essay

Employees are very observant and often watch their managements every move. As a manager, it is important to treat all employees equally and consider their needs when making decisions about the business. Management who sets unequal objectives or fails to recognize the positive efforts or performance of one employee and praises others who are not accomplishing the same quality creates a very unstable working atmosphere and respect and trust will be forfeited.

To evaluate the Performance in any organization would simply mean to understand the goals and objectives of the company and how the goals/ objectives are achieved are the means of measurement. Different organization will have different objectives. For some it would mean high revenue, managing resources, customer satisfaction, and strong governance, building

Performance Evaluations are a headache to many managers in the employment community. They can make it difficult to have a great workplace connection. In addition, they make it hard to accomplish goal performances. The performance evaluation system is a dislike process by em-ployees and their supervisors. According to Chan & Yung (2002), “The performance evaluation is quite subjective since it relies on the individual judgements of supervisors who have different per-ceptions of the process performance” (p. 237).

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Employees will receive feedback in their performance in a timely manner; if they are any improvements needed they will be given an ample amount of time to achieve the improvements needed. In addition, employees will be treated with respect through the entire process and are allowed to voice the concerns and have any questions addressed and answered; if they desire to file an appeal they will be allowed to do so. Performance information provided will be unbiased and training will be provided to prevent biases as well as managers will receive training on how to manage their employees’ performance. Training, instructions, and examples be provided to managers so they will know how to properly document performance for the system. The most important part of the system is that it will have what needs to be done in order to identify discrimination, bias, and system abuse. With these characteristics implemented in the performance management system in addition to being applied and used properly; the organization would be able to defend themselves again discrimination

More importantly, this helps to decrease time for the employer because it focuses mainly on the job performance objectively, and disregards subjective measurements. To begin developing standard performance, an employer need to review the job descriptions for each position and select the key components of the job that can be specifically measured. Once the performance measures are conducted, the employer is able to give verbal feedback. During the verbal feedback, this is a great time for the employer to encourage feedback from the employee, in addition to warnings, as well as areas of improvement and words of praise. It is important to develop an evaluation schedule along with a follow up schedule and try to stick to it. By ensuring that each evaluation meets the deadline, it helps to create a positive work environment. However, by performing overdue evaluations will make them feel devalued and may hurt morale and performance, as well as encouraging a sense of pride in your employee’s contributions to the company. This would also show the employees are relatable the managers are, if an employer fails to give proper warnings or evaluations, it would show to the employee that they are not respected in the workforce, however, if the employer is willing to give ample support to the employees such as a warning, or praise it help to show the importance of the employee to the

When I was told to watch a performance to write about, I had no idea where to go with watching something. I was stuck. But then I was thinking about it and thought, wait, what if I watch a performance art piece. It literally has performance in the name. This will work perfectly. I looked up some performance art beforehand, and to be honest, I wasn’t impressed with it and thought it was rather peculiar and a little inappropriate. With dabbling upon what I had looked up, I came across Marina Abramović. She caught my eye because of her way of talking. It is so unique and captivating that I couldn’t choose anyone else to watch and write about. If only there was a way to write this paper with the accent Marina has.

A performance evaluation is an instrument used to gauge on how you are performing a task. It is uplifting and inspiring to know that your performance is meeting the organization objectives. This instrument must stay focused on job related matter. Other matters that are not job related must be left out of the performance evaluation. The amount of performance rating bias is unlimited. These are some of the performance rating bias that effect the performance evaluation. Length-of-service bias, similar-to-me bias, excessive leniency and recency bias.

Employee performance is composed of weighing employee’s talent, providing constructive performance feedback, and handling talent problems. Employee performance is measured to make employees aware of the manager’s expectations and to keep them on track by embracing goals, assessments, and measures (Cascio, 2010).

The second common employee problem managers must deal with is poor performance. Managers need to ask questions like does the employee realize they are not performing up to company standards?, Have you the manager coached the employee to do the type of work that is expected of them? Although time consuming and costly, for some companies’ performance appraisals can turn around poor performers rather quickly by providing the employee with an action plan and helping that employee

As well, employers should nurture their employees’ skills and abilities to encourage productive job performance. Finally, they should also offer employees frequent feedback and measurement of their performance to help keep them on track with respect to organizational expectations (Jex & Britt, 2008).

An evaluation system is when a manager and employee meet and review the employee’s performance within the job; it also looks at employee’s performance intention and company’s priorities. For many employees this process might be terrifying, because this is when employee receives the feedback that may make employee feel like they are being put in front of a judicial group. In addition, evaluation system looks at the employee’s goals and objectives that were being achieved, looks that needs to be

Based on your view of the objectives of performance evaluation, evaluate the perspective about performance appraisal presented by the managers.

Managers would be able to give accurate feedback with reduced fear of raised defenses and de- motivation. Employees will perceive feedback as being fair and acceptable if managers give frequent feedback, give praise when due, minimize criticism and focus on solving problems. (Noe et al, pp.383-387) Noe et al (1999, p391) identify five approaches to performance management, each with related trade-offs, and states that the choice of approach is dependent on the job in question: comparative, attribute, results, quality and behavioral

o Performance evaluations are formal review processes designed to encourage the informal day-to-day practice of performance management, while providing a framework in support of merit pay adjustments, promotion and employment decisions. Evaluating staff performance and helping employees develop their skills are important duties associated with performance management. Performance management begins with supervisors and employees collaboratively setting goals and standards, clearly communicating performance expectations and evaluating the results during the performance evaluation process.