PERFORMANCE EVALUATION TECHNIQUES

Performance Evaluation Techniques

Performance Evaluation Techniques

Every business organization utilizes the concept of performance management in context with the workplace and its regulations. Normally, performance evaluations relate to concepts of general management theory because they focus heavily on how employees behave and perform in the workplace. To determine if employees meet certain goals, managers and leaders then evaluate this behavior. In terms of management theories, if employees are not attaining predetermined goals, managers take appropriate disciplinary actions as prescribed by the organization. Concepts of human relations theory focus upon how the workforce in organizations operates. In this context, the researcher uses human relations theory as a subset of general management theory.

The concept of performance evaluation of performance appraisal pertains to a periodic and systematic procedure, which evaluates the job performance of an individual employee and his/her, productivity with respect to various criteria that are pre-established and many targeted objectives of the organization. Some other dimensions of the employees are also taken into consideration for the evaluation of performance (Murphy, Kevin & Jeanette, 1995). They include accomplishments, organizational citizenship behavior, weaknesses and strengths, and the potential for future improvement. The systems of managing and evaluating en employee's performance are employed in order to align and manage all the resources of an organization to attain the performance that is highest possible. Most of teh times, the organizations consider to evaluate the employees on the basis of their accomplishments and strengths and weaknesses. This evaluation set provides a relatively more direct method to assess the employees with respect to their performance at work.

Task

The company described in the case does not consider its environment and the behaviors of different employees in its evaluation criteria. It does not really look into the matters of interpersonal relations and the collaboration of colleagues with each other within the workplace. These elements pose concern for the company as they may create difficulty for the new employees to adjust and may also spoil the employee relations at the workplace. Thus, the engineer, being a new and talented employee, had to face troubles at work. He could not adjust into the company's culture since he was not used to working in the company's traditional ways and presented new solutions and modern methods to working.

The common sets on which to base the employees' evaluation criteria include contributions, skills set, work ethics, and professional development. The organization may prefer to evaluate its employees based on negotiated contracts, sales figures, other task-oriented criteria, or the successful conferences. It is essential to be extremely specific regarding employees' contributions in such type of evaluations. Another better way of evaluating the employees is to examine them on their technical skills and other professional skills required performing the job. The organizations identify the strengths and weaknesses of the employees for the purpose of evaluation on criteria of different skill set criteria comprising of communication skills, problem-solving, technical ability, adherence to corporate philosophy and accuracy with numbers. This enables employers attain a better comprehension of the general performance ...