Organizational consultants have many tools and measures that they can use to evaluate performances of employees against the expected standards. There are seven major tools consultants use often. They include the quality of information, number of people evaluated, benefit ratio, system satisfaction, organization level and unit level performance, performance quality and performance rating distribution. The seven measures can be utilized by organizational consultants to interpret assessment results. There are three main kinds of assessment results (Schultz & Schultz, 2010).
This assessment result is important because it helps determine the organization’s structure and employee performance levels. The interpretation of this assessment result helps rate the level of effectiveness in the organization. The assessment result also determines whether the organization meets the required expectations and whether the employees in the organization are competent. When reviewing system effectiveness, consultants must consider the organizational structure of the organization (Schultz & Schultz, 2005).
Implementation of the system
Another important assessment result is the one aimed at determining the level of system implementation according to plan. This result needs to be interpreted to establish whether the organization is working towards attaining its objectives. This could be the improvement of the level of system productivity and general performance. It could also be to appraise employees’ performance based on the organization’s expectations. Consultants have to consider the implementation plan so as to use it as the criterion of assessing how the organization has implemented the plan (Schultz & Schultz, 2010).
System’s level of success
The system’s ability to achieve expected results is also an assessment result organizational consultants must interpret. This helps determine the level of success of an organization’s system. It can also be used to rate the productive levels of an employee structure or the employees themselves. Consultants must consider the objectives of the organization. This is to be used as a criterion when assessing the successfulness of a system or an employee (Schultz & Schultz, 2005).
Conclusion
Therefore, organizational consultants must use appropriate tools to evaluate employee performance. Assessment results such as the effectiveness of a system, implementation of a plan and the level of success of a plan must be interpreted to determine the progress made (Schultz & Schultz, 2010).
References
Schultz, D. P., & Schultz, S. E. (2010). Psychology and Work Today. An Introduction to Industrial and Organizational Psychology. New York: Pearson Education.
Schultz, D. P., & Schultz, S. E. (2005). Theories of Personality (8, illustrated ed.). London: Cengage Learning.
