What are the problems associated with traditional appraisal systems?
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The problems inherent to a traditional evaluation method include: managers or supervisors act like judges to their subordinates; teamwork is damage because the review is focused on individuals; it strips an individual his sense of control because the manager just tells him how he measures up to the job; it does not differentiate between employees who are performing in the middle; high room for bias due to personal or political reasons; carelessness of the rater; there could be a halo effect, which means that the strengths of an employee in an area could be taken as basis for his overall performance; and employees are often rated either high or low.
What is a peer review? When do peer reviews work best?
A peer review is an evaluation process wherein one author’s scholarly material, research or idea will be subjected to the review or scrutiny of fellow experts in his field of expertise. Peer reviews work best when the parties involved in the process know that their review will not be made a basis for disciplinary actions, pay raise, or promotion.
What is a self-review?
A self-review or self-evaluation is an alternative for of performance evaluation wherein the employee is given the chance to rate himself based on a set of criteria that is established by the company. This type of review is founded on the belief that the employee knows himself better and he is the one most familiar and involved with this job. Through this type of evaluation, the employee will identify his strengths and weaknesses and how he can improved on areas that he need improvement.
Describe upward assessments.
An upward assessment is an evaluation process wherein the subordinates rate their managers or supervisors. This assessment is helpful to give managers and supervisors feedback on how they are performing as leaders. The most important aspect of this review is for managers and supervisors to have open minds when dealing with the results.
Describe 360 degree feedback.
The 360 degree feedback is a comprehensive evaluation that contains self assessment, peer review and upward evaluation. This gives everyone a chance to rate each other, to know how others see him, and how to improve interpersonal communication. It highlights all key aspects of an employee’s performance, wherein the evaluation is not merely focused on job performance but on the employee’s involvement in the organization.
What are some of the recommendations made by the author?
The author recommends that communication between management and employees is important. To facilitate better communication, he encourages big and small organizations to have evaluation programs that involves the employees in the process. He recommends using the 360 degrees, the peer review, and the upward assessment.
Reference
Toolpack Consulting. Alternative Performance Reviews. Retrieved September 26, 2008, from http://www.toolpack.com/performance.html
