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Let Task 4

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LET Task 4

A: The evaluation criteria used by the firm is fundamentally flawed in several regards. Among these are the fact that the rating scales focus on traits that have very little to do with the pertinent job skills. A quality evaluation should be able to offer specific and meaningful feedback. When a person being evaluated is being overseen by a person with little to no personal expertise in that employees field challenges and perceived inability to properly evaluate can arise. In a situation like this a supervisor would be well advised to involve the employee in setting specific measurable benchmarks that a supervisor outside of that skill set can effectively monitor. While it can be beneficial to get input from an employee’s colleagues this can be a double edged sword. Due to the fact that supervisors are often removed from the day to day goings on colleague input can be a valuable insight and also provide a wider range to develop an unbiased opinion from. This is of course assuming that the information being gathered is accurate. This can be problematic in cases where due to factors such as personality conflict a perfectly competent and productive employee might be unfairly categorized by their fellow co-workers. Great care must be taken in these cases to ferret out bias.
B: The benefits of providing common sets of evaluation criteria are fairly straightforward. If the benchmarks against which employees are being measured change frequently or are applied on a sliding scale due to such biases such as bias or popularity the evaluation can quickly become meaningless and even detrimental. If an employee perceives that they do not have clear goals or will be unfairly treated in the evaluation they are unlikely to appreciate the feedback and likely will grow to resent the process.
C&D: The benefits of using a 360 degree approach can be seen in…...

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