performance appraisals in retail have its advantages and disadvantages with eval
ID: 389957 • Letter: P
Question
performance appraisals in retail have its advantages and disadvantages with evaluation tools depending upon what is being measured and how the tools are implemented. Sometimes the weakness in a performance evaluation process can be remedied by selecting a more suitable tool, to address the criteria being measured. However, even the most appropriate tool will render less- than-best results if not properly utilized. Interesting insight into performance reviews. Based on your experience what is the most serious weakness in the performance reviews process? How can it be changed.
Explanation / Answer
Traditional annual evaluation method has been used since a long time in organisational settings. This type of evaluation method provide adequate understanding of overall employee performance by directly looking at their record as well as their overall working behaviour and efficiency in the organisation. This type of evaluation process provide adequate overview of capabilities and strength possessed by an employee as well as it also provides information regarding negative points other factors regarding an employee in workplace. By using traditional approach of evaluation and performance appraisal, many factors such as employees performance under pressure or critical conditions cannot be assessed correctly. This specific type of void in operational capabilities of traditional evaluation and performance management systems directly reduce its overall efficiency as well as productivity in terms of measuring effectiveness of an employee in a workplace.
Real time feedback coaching format is a modern approach that is used by most of the organisation at current state. This type of performance appraisal and Measurement system provide adequate understanding of employee performance as well as also creates a better impact on analysis due to availability of multi factor feedback approach. All of these systems help the system to learn more about employee behaviour in real time such as in pressurized conditions. This specific type of availability of detailed information regarding capabilities of an employee makes it one of the best models to use for evaluation and performance appraisal. New real-time feedback coaching format is also better as compared to the traditional methods of evaluation because it helps to create a consistent effect on learning employee behaviour in a better way for providing adequate response to their appraisal and evaluation.
At current situations the most critical and serious weakness in the performance review process is using digital resources to assess the performance of an employee rather than looking at his own organisation performance. As the world is continuously moving towards digital technology implementation of these services are limiting the availability of assessing performance of an employee on the basis of his availability of services through different conditions rather than just focusing on the review system that is based on service record fed in the digital management systems of the organisation. This is specific type of performance appraisal should be stopped as it directly reduces the impact and purpose of performance appraisal providing negative advantage to the people who don't even deserve appraisal in the organisation as well as creating a feeling of partiality With The Eligible employees.
Using a mix of traditional as well as modern tools for performance appraisal would be appropriate as it would provide extensive availability of verification and also help in maintaining better culture of the organisation by having capabilities of assessment of specific strategy for maintenance of better performance appraisals process.
P.S.- Please leave a comment if any explanation is needed.
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