Employee Evaluation Systems

Traditionally, employee reviews were have been based upon a system in which a supervisor solely rates a subordinate. In theory, this system could ultimately lead to an unclear picture of an individuals overall performance, especially when the various aspects of what compromises an individual's day to day functions are taken into consideration. As Banks and Murphy theorize (Banks,1985), "Organizations continue to express disappointment in performance appraisal systems despite advances in appraisal technology. Appraisal reliability and validity still remain major problems in most appraisal systems." It is sentiments such as these that have led to the utilization and implementation of a hybrid appraisal system. This hybrid is most often a combination of a traditional assessment program being used in conjunction with a more contemporary method, ge

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rvisor may not even have considered. The employee essentially knows best what they do on a regular basis, management may be the ones who develop the boundaries of what a specific job may entail, however, it is the individual who carries out the tasks themselves which can provide input that is completely relevant. The employee knows best as to what their job actually entails on a regular and ordinary basis. According to Tyler and Lind (1992) since it is the company's desire to improve overall performance within an organization, the participation of the employee regarding their own (and perhaps the evaluation of others as a peer reviewer,) can increase the company's perception by it's employees. This behavior usually results in an employees overall acceptance of a company's policies due to the fact that the employee's view them as fair and reasonable. Such self-evaluation is often times an emotional boost for an employee. Being able to make remarks about how they perceive their own performance to be is an essential tool to both the employee and management. An employee should be able to actively identify his or her own personal weaknesses and strengths. Such self-awareness is a source of input like no other, in that it can
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Some common words found in the essay are:
Kirksey Kirksey1994, According Kirksey, Employee Input, Consumer Input, Tyler Lind, Bernardin Villanova, Introduction Employee, Co-Worker Input, Konovsky Cropanzano1992, Banks1985 Organizations, performance appraisal, human resources, multi-rater system, appraisal systems, employee's performance, performance appraisal systems, overall performance, own performance, own actions, various sources, human resource, portion multi-rater system, human resources development, human resources management, methods employee valuation,
Approximate Word count = 3332
Approximate Pages = 13 (250 words per page)

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