Let Task

Individual task outcomes should overly be evaluated. The value of using common sets of rating criteria Is founder in the recollective run because It give be the same across the board. This will make the process fairish to all the employees that are being evaluated. To be evaluated on precisely one or two out of the tether mentioned above would be unfair to all of the employees. If one employee was exceptional on behaviour and Individual task outcomes and an different employee was exception on behavior and traits range on just behavior and traits would not be fair to the first employee.Rating employees on a broader scale produces better employees in the long run. They give birth the triad areas that they can work on and excel to pass a personal manner a better fit for the organization. Now the 360-degree rating works by evaluating the employees on the set criteria however their designate supervisor is not the scarcely person evaluating them. These evaluations are perfo rmed by the customers, suppliers, supervisors, and coworkers. This Is very diverse way of rating an individuals performance. One could have a certain behavior around the chieftain but once he/she Is out of sight the Individual may retreat new(prenominal) employees poorly.This Is a major advantage to a 360-degree evaluation since the employees have to keep a good rapport with all great deal they contact. On the other hand the 360-degree evaluation as well has some disadvantages. I have an example that has happened to me and my co-workers due to an evaluation of this type. I worked for a macroscopical banking organization and we had phone contact with the customers discussing their credit card application. We either told them we clear them or if they were redress. No matter the decision, great deals were sent out Mandalay.No matter how enough and courteous I would be to someone if I did not authorise them and give them a high enough credit line that survey would not come b ack with positive marks. Everyone found this out archaeozoic on and began to give In to customer demands and thus the banks credit loses dejected to Increase. In this case the 360-degree can have negative Impacts on the company If the employees start to cater to one aspect of it and the employees if they do honest work and decline Comm plainly utilize rules of performance evaluations like written essays, graphic take in scales, and forced comparisons all have their similarities and differences.For instance written essays and rating scales two have to be filled out by the supervisor. They can pass the same evaluation in the end, but the written essay ability mean more to an employee since it takes the manager more effort to write. On the other hand the written essay could be a bad affair if the writing skills of the managers are not up to par. Forced comparisons, like the other methods, are good at measuring and rank your employees abilities, however ranking your employees ca n turn into popularity contest instead of a true ranking.I chose these three methods because my current employer uses a combination of all three. We have the graphical office that measures everyone on the same scale. Then we have the essay part which covers skills and goals not mentioned in the graphical part, and then the managers meet to rank all of the employees 1-5. I think when used in combination these three commonly used methods work the best. Used individually all 3 of these method also have bias and errors. As mentioned the essay method is only as good as the managers ability to write the essay.If a manager is unable to twine a complete sentence together the employee is not going to incur the managers intentions through the written word. With the graphical method while easier for the managers since they have a form to fill out it can be ineffective since it only ranks the employees on the topics that are provided on the forms. A manager might have a specialized employee that does something that no other employee does but has no way of expressing this since it is a basic form. And the final method of forced comparisons ranks the employees as if it were a popularity notes.If manager is fond of 4 employees and only has 20 there is a good chance that those 4 employees will always rank in the top one fifth leaving an employee that does comparable or better work on the outside looking in. To improve the performance evaluation process in the given scenario I believe there should be multiple methods used to evaluate the employees productivity, behavior, and traits. To do this effectively the 360-degree method should be implemented but only allow it to account for 15% per centum of the overall evaluation.This allows the co-workers and customers to get a say on how an individual is doing in those areas score. This should be done in a graphical method only so it is a fair evaluation to the individual. Next there should be a combination of the graphical metho d and the essay method for the direct manager/supervisor to evaluate the employee. This should account for 45% of the evaluation. The final 40% should be on productivity alone. In the scenario given the employee in pass no doubt has superb productivity, but in the current method of evaluation the employee gets no credit for it.