Help to rewrite or paraphrase with similar wordcount and meaning The Performance
ID: 428347 • Letter: H
Question
Help to rewrite or paraphrase with similar wordcount and meaning
The Performance Criteria
The actual pay scheme will determine the performance criteria, which may be based on individuals, groups, the organization or a customized mixture. Some individual-based criteria focus on the achievement of personal goals and the supervisor’s feedback. Individual training goals may be based on specific skills and knowledge needed to perform work duties. Individual performance systems are not recommended when the company’s objective is to increase teamwork performance and information sharing. Other systems utilize peer reviews, which are often considered to be highly subjective.
Disadvantages of Performance Management
1. Time Consuming
It is recommended that a manager spend about an hour per employee writing performance appraisals and depending on the number of people being evaluated, it can take hours to write the department’s PA but also hours meeting with staff to review the Performance Appraisal. For example, Managers who had 100 plus people to write PAs on and spending weeks doing it.
2. Discouragement
If the process is not a pleasant experience, it has the potential to discourage staff. The process needs to be one of encouragement, positive reinforcement and a celebration of a year’s worth of accomplishments. It is critical that managers document not only issues that need to be corrected, but also the positive things an employee does throughout the course of a year, and both should be discussed during a PA.
3. Inconsistent Message
If a manager does not keep notes and accurate records of employee behavior, they may not be successful in sending a consistent message to the employee. We all struggle with memory with as busy as we all are so it is critical to document issues (both positive and negative) when it is fresh in our minds so we have it to review with the employee at performance appraisal time.
4. Biases
It is difficult to keep biases out of the PA process and it takes a very structured, objective process and a mature manager to remain unbiased through the process. Performance appraisal rater errors are common for managers who assess performance so understanding natural biases is an important aspect of fair evaluations. Managers get busy with day-to-day responsibilities and often neglect the necessary interactions with staff that provide the opportunity to coach and offer work-related feedback.
Explanation / Answer
Performance Evaluation
The compensation mechanism will to a large extent determines the criteria on which the performance is judged. It may be based on individual performance or team performance or could be a combination of the above two variants.
The compensation criteria which gives more importance to individual performance are more focused on individual achievements and accomplishment of individual goals. Such systems however can be counter productive for the company which seeks to maximize team performance and overall collaborative culture in the organization.
Shortcomings of Performance Appraisal process
1. Consumes time
A manager has to devote a significant amount of time discussing and documenting the appraisal document for his team. A large team implies that the number of persons whose performance needs to be evaluated are significant and hence takes a lot of management bandwidth to accomplish the task of performance management.
2. Potentially demotivating
If the performance appraisal process is not handled correctly and only points of improvement are highlighted without also laying emphasis on the good work done in the last year, then the entire process can really demotivate the staff.
3. Difficulty with documentation
It becomes essential for the manager to document all the tasks that has been accomplished the employee in order to have a fair evaluation. Relying on the memory is not a good practice as this can lead to shortfalls in the evaluation process.
4. Prejudice
Since performance appraisal ultimately involves rating a human by another human, this process is inherently prone to biases and prejudice. So the entire process have to be structured and made as objective as possible in order to remove any biases from affecting the entire process
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