Pros And Cons Of Employee Evaluation

It helps the company ensure that each and every employee’s objectives are still on track with your company’s goals. These evaluations can also improve employee engagement, most employees would like to know how well they are doing at their jobs. Overall, these evaluations are helpful to both you and the company in improving where both you and the company are lacking. Though, it may be tedious, please understand that these performance evaluations are necessary for all employees.

Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.

Evaluation is an assessment of something or making an observation of the outcome whether good or bad. An example of evaluating is after the Year 8 disco, was the year 8 pupil’s filing out an evaluation form on how they thought the event went. There are many different ways to evaluate such as minutes of meeting, questionnaires, post-event papers and circulation list.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

Evaluation can be time consuming and expensive where some people cannot complete the evaluation due to this constrains. My points of view, the main two factors are the resources and lack of measurement tools. The evaluation resources (staff salary and benefits,

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

However, I don’t feel that this evaluation method helps develop employees to perform the best they can considering that it leaves little or no room for questioning and negotiation to understand the challenges of the employees. This system focuses on a single aspect of the performance, and that is sales and ignores others such as attitude and customer service as well as dedication.

Evaluation forms are utilized as a mean of critiquing an employee's performance based on criteria established by the company. The evaluations can be used as a means to determine whether an employee will gain a promotion, face demotion or even termination of employment. Either way, the employee is ranked and the results are a permanent part of the employees file.

Evaluation is a feedback or an improvement process made to improve customer service. Evaluation becomes less of a formal event. Result orientated HRD professionals realize that their importance to the organization is their ability to help the organization achieve its anticipated business outcomes. So, HRD professionals believe projects need to be evaluated to determine whether the desired outcomes have been achieved. Evaluations happen at the end of interventions. Although most of the time many organizations fail to give evaluation. Some reason for that is organization members misunderstand evaluations purpose and role, they fear the impact of evaluation findings, evaluation is considered

Training is an important aspect of all organizations. Although an individual brings to the organization a specific set of skills and knowledge, it is important that these individuals be consistently developed to ensure growth of the employee and the organization. A method to ensure that training programs are successful and are meeting objectives is to conduct assessments. Assessments can help managers and the organization better understand their employees and who can be developed. In addition, it is a way to find out who cannot be developed and may no longer fit with the organization.

The contents of this paper will reveal the performance evaluation process and how can it become successful during the employee evaluation process. As well as is the process difficult from the manager or the employee perspective’s by also the revealing various traits of an effective manager in the workplace.

In addition to the need to recognise that individual factors and individual relations within the workforce are important to an employee's sense of well-being and self-esteem, it is important to ensure that employee evaluations are not (a) rare, only once or twice a year, and (b) are not one-way questions set by the management for the employee, but instead the process is a regular, continuous review (both with individuals and teams) as to how the employees feel about the work the team is doing, whether they have proposals for changes and improvements in either the workplace environment, or the processes and products of the work, and whether they have ambitions in the organisation that are not being

However, it is impossible to do without the constant improvement of the quality of performance of a company. This showing is comprised of a great number of various factors, however, the way in which employees perform their main duties could be taken as the most important one. That is why, the existence of an efficient and aligned organization's performance evaluation system could be taken as one of the most important factors which promote success of the company. With this in mind, the desire of the above-mentioned company to reorganize its evaluation system is quite logic and natural. First of all, it is possible to say that the fact that the system of this sort has already functioned could be taken as the great advantage of the firm as even bad evaluation system could help c company. Thus, it is obvious, that checklist of performance dimensions is not enough to determine the general level of performance of the company. Being an integral element of the organizational culture, the evaluation system playa a great role in the functioning of a company and its further development could not be achieved without it. With this in mind, the given company could be suggested to reconsider its system. First of all, it is necessary to introduce the

Different organizations use various methods of employee appraisal methods. Employee evaluation is critical since it helps an organization determine whether it is making progress or not (Lyster & Arthur, 2007). Furthermore, employee evaluation helps in evaluating how the employees have been contributing towards the organizational goals and objectives. The following is an analysis of the assessment method used in the Eastern Medicine Company;

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.