Employees Performance & Assessment system used in your organization Assignment

Employees Performance & Assessment carcass used in your brass - Assignment ExampleThis has thus oblige organizations to guarantee proper breeding and support for those conducting the assessment, and assessing the risk possibilities to reduce legal liabilities. A job exertion rating trunk is alto ticktackher considered effective if it brush off clearly show employees responsibilities, motivate them, show their contri moreoverion and give information that can be useful in making personnel decisions. This essay will evaluate the forced statistical distribution system of performance military rating, its advantages, disadvantages and ways of improving the system. In a forced distribution evaluation system the managers are anticipate to distribute ratings for the evaluated employees, into a pre-specified performance distribution ranking as described in Concise Blackwell Encyclopedia of Management by Cooper & Argyris. Meisler defined forced distribution performance evaluation as Its a workforce-management tool based on the premise that in order to develop and thrive, a corporation must identify its best and worst performers, then nurture the former and rehabilitate and/or discard the last mentioned. Its an elixir that in these slow-growth times has proved irresistible to scores of desperate corporate chieftains - but indigestible to a good many employees (44-49). Just like the name suggest this system forces the managers to check over that the performance evaluation reflects the true performance of each member within the organization. This system aims to improve overall productivity within the organization. Most organizations have developed their own criteria of ranking, which functions by developing the criteria and employees and ranked agree to it. The performance criteria can either be in terms of goals or expected behavior expected of the employees. Microsoft organization rates its employees using a unique scale. Their 5 point scale ensures that emp loyees also get a ranking for being either the most worthy or the least valuable in terms of performance. Through lifeboat discussions managers will decide on the rankings by choosing the employees that they consider as the most valuable (Abelson,1). This form of ranking allows for determination of the least performing employee, because of this some organizations use the same system as a means of determining which employees are to be laid off. This ranking that allows for firing of workers has led the forced distribution system to be termed as rank and yank system (Osborne & McCann, 6- 9). This system though assiduous by some organizations has both positive and negative features. It is imperative when considering an evaluating system to use in an organization to look at both of these features. This enables an organization to decide on which best fits the organization and will ensure that the employees feel secure in the workplace and promotes effectiveness and productivity. One of the advantages of fixed distribution performance evaluation system is that is that the use of this type of system can help to ensure that common errors that occur during performance evaluation are eliminated. These errors include poor rating of the employees, or leniency errors whereby the employees are rated questionably well. The latter is the most common, and it is found in most cases that an employee is