ANSWER
There are 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. Read the information at the links below before responding to the discussion question this week.
Interesting insight into performance reviews:
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Interesting Article: Get Rid Of Performance Reviews? Sure, But What Do You Replace Them With?
Based on your own experience, what is the most serious weakness in the performance review process? How can it be changed?
ANSWER
Human Resources
Performance review process is utilized as a tool that helps to determine how effective an employee accomplishes the required goals and develops their skills. The process aims at improving the performance of workforce by identifying the training needs for those who don’t meet the required objectives. However, Esfahani, Abzari, and Dezianian (2014) demonstrate that performance review processes have some severe weaknesses that tend to diminish an organization’s productivity. For instance, the main flaw in the performance review process is having a limited perception of an employee. Mostly, employee’s assessment is subject to being underestimated or overestimated, which result in misleading outcomes. Most organizations continue to use traditional process reviews, which involve only the management’s assessments of the employee’s performance. However, most managers do not observe their employees while performing their duties. In other cases, managers tend to depend on their beliefs on various reasons for some results or conducts, which influence their judgments. Most managers tend to make assumptions that led to a given result and later use it as a basis for process review. Organizations should overcome reviewing an employee’s behavior and productivity using traditional tools and methods. It is from these methods that most managers acquire limited perspectives about their employees and ignore the commonly demonstrated conducts during a certain review period. Also, reviewing performance through assumptions prevents managers from using the required performance review criterion that enables them to compare an employee’s performance against the given set of standards. Performance reviews s
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