While recognized by the rose manager, the company's current functionality evaluation system is flawed, particularly when used to assess the sole trained engineer with the plant. The first three items upon evaluation: friendliness, neatness of workspace, and attitude, do not factor in the standard of work performed or the value of the individual's contributions on the plant's profitabilitity. Instead, the shape emphasizes actions and qualities, which, while worthy of thought in the analysis process, usually do not provide an appropriate view with the employee in the scope with the company in general (Robbins, & Judge, 2007, p. 619-620). Additional points of concern about the plant's assessment process would be the singular evaluator approach to the review, which can lead to skewed opinions and narrow findings, and deficiencies in engineering competence on the part of the manager.
While previously mentioned, the evaluation process should highlight individual successes that helped the company create revenue, reduce costs, improve efficiencies, and reduce risks (Robbins, & Evaluate, 2007, s. 619). Employee behavior may also be addressed inside the review, specially when the employee is usually heavily involved in group tasks where an individual's contributions is probably not easily remote (Robbins, & Judge, 2007, p. 619). Individual qualities, such as self confidence and stability, may or may not have much influence on performance, and, as such, they need to not carry as much excess weight as individual task effects and actions (Robbins, & Judge, 3 years ago, p. 620).
While the conditions used to assess employees may vary from company to company, it is important to make note of that within an organization, precisely the same criteria should be used from employee to employee. When ever man...
... eight than improving the company's profitabilitity. Bringing in additional certified reviewers will also add validity to the evaluations by balancing out potential leniency, luminosidad, and similarity errors. In the case of the professional who has no true colleagues at the grow, an outside auditor or regulator's input may provide information that only one other trained engineer would be qualified to submit. Finally, the analysis method itself should be scrutinized for efficiency. Individual or group buy rankings, narrative essays, or one of the other prevalent evaluation strategies may better highlight the actual value from the individuals working at the herb.
Robbins, Stephen, & Judge, Harry. (2007). Company behavior. Prentice Hall
Iyer, A. (n. d. ). Employee analysis criteria. Retrieved from http://www.buzzle.com/articles/employee-evaluation-criteria.html