Introduction
Employee evaluation is the act of measuring and reviewing employees’ performance in an organization. This is very important for an organization in keeping its’ highly skillful, motivated and productive workforce. It’s advisable for employers to evaluate their employees on a regular basis in order to measure their progress and reward them proportionately for the work done (Rockoff, 2010). Several governmental units and business organizations have to different techniques of evaluating and rewarding their human resource. These methods cannot stand for themselves in totality since they experience varied shortcomings in their implementation. Some of the problems associated with the executive performance and compensation are as discussed below.
This is the act of discrimination of an employee’s performance by an employer or rather human resource department. Employees who are not in good terms with the management are always rated below their standards and this usually lower the performance of these employees. On the other hand, the employees who are in good terms with management will be entailed to fringe benefits and better remuneration even if the quality of work done does not match their compensation. Secondly, an employee can give a good evaluation report with the hope of growth in the performance of a poor employee and hence unsuitable compensation.
Performance appraisals are annual
Managers will have to wait for a complete year before they evaluate the performance of their employees. This doesn’t provide room for close and consistence monitoring of all the employees in a larger organization. This affects the general productivity of an organization since the employees will be doing the wrong thing over and over for a whole year without being corrected.
Recency bias
This is the act of basing an evaluation and performance appraisal on a few weeks rather than the entire period. This will definitely give unfair performance of an employee and he/she will be entailed to a wrong compensation.
Incomplete paperwork in evaluation
A performance appraisal should include a detailed evaluation of an employee. In many cases, this is not mostly used in rating the employees’ performance due to its cumbersome nature. For instance, collection of all the attendance registers and check-in and check-out lists is time consuming and hence most employers will ignore it yet it accounts for a larger portion in work evaluation.
The tendency of rating the job rather than an individual employee
Some jobs are more crucial in the daily operations for an organization. For such cases, the employer is likely to highly rate the performance of employees working in these areas in order to motivate them and look down upon the other employees working in other departments considered to be of less importance to the organization. For instance, in mobile sector industry, the call agents are considered to be of great importance than engineers.
In conclusion, organizations in liaison with human resource agencies should come up with unbiased techniques of evaluating and rewarding their employees based on their value and work done. If this is done, it will have a replica effect on the employee performance and the organization will grow as a whole.
Work Cited
Rockoff, Jonah E.. Information and employee evaluation evidence from a randomized intervention in public schools. Cambridge, Mass.: National Bureau of Economic Research, 2010. Print.
