Performance Evaluation Methods

There are both modern and traditional methods of conducting performance evaluation but this writing is limited to comparative evaluation which is a traditional method that pairs employees and a comparison of their performance are conducted after which a decision is made on the employee who reported better performance (DeNisi & Murphy, 2017). It can also evaluate employee performance whereby the superiors are authorized to rank their juniors from the best to worst performing but there is no explanation as to why a worker is considered best or worst performing. Performance evaluation is conducted to help in maintain records that would be useful in determining the amount to be remunerated to employees in form of wages and salaries (Sharma, 2016). It is also done to help in locating the strengths and limitations of workers which would help in performing right placement of employees in positions where they can perform well towards maximizing their potential.

The exercise also achieves the objective of providing feedback to workers concerning their work results. This would also help them in locating the probable strengths and limitations of the procedure for selection. This would in turn help in adjusting the methods for selection that would ensure that the best pool talents that would facilitate the attainment of the organizational goals are developed and maintained. Performance evaluation also serves as a basis of communication among the organizational workers (Sharma, 2016). The results from the exercises help the managers to be able to establish skills deficiency among the juniors. Successful performance appraisal helps in creating a work environment with trust which in turn helps in boosting the confidence of junior workers. The 20-70-10% A-B-C classification method The 20-70-10% A-B-C classification method may not stimulate high company performance but would instead contribute to the elimination of the group of workers falling in 10% whose performance is considered to be poor (Witt, 2016).

This elimination is done every time performance evaluation is conducted and would make the organization to lose its entire workforce. Analysis of Abandoning or Retaining the Performance Evaluation System Abandoning performance evaluation would affect the organization negatively. It is ethical to conduct performance evaluation so as to communicate to the employees about their progress and the areas where they need to improve on as far as work execution is concerned. Abandoning this activity is unethical because it would make employees to be unaware about their progress hence may generate an adverse influence in performance. S. , & Murphy, K. R. Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421. , Hohne, C. K. , & King, S. B. Human performance improvement: Building practitioner performance.