Business Finance
University of California Employee Performance Ratings in An Organiztion Discussion

University of California San Diego

Question Description

I’m trying to learn for my Management class and I’m stuck. Can you help?


As a senior HR manager of a large Saudi Arabian company, you have been assigned the task of monitoring and evaluating the organization’s current performance management system. You have also been receiving complaints from the customer service employees that their ratings seem inaccurate and inconsistent. These employees feel the criteria of assessing the performance are not fully aligned to their goals. You are worried that this may lead to the issue of higher turnover of the customer service employees and the organization may lose quality employees if these issues are not addressed. Therefore, you have been assigned with the task of designing and implementing a new rater training program for your supervisors in order to rectify these issues.

Using the previous scenario, provide a critical discussion for the reasons why rater errors may be occurring while evaluating customer service employees. Critically analyze the need for the alignment of organizational goals with employee goals and the performance management system. Recommend a suitable rater training program for your supervisors. Include the benefits of the recommended method in order to justify this choice and to highlight the importance of aligning organizational goals with an appropriate strategic measurement method.

* Be sure to support your statements with logic and argument, citing any sources referenced.

Requirements:

Follow (APA) style

4 to 5 references are enough

4-5 page paper, not including the cover page and reference page

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Final Answer

Attached.

Running Head: EMPLOYEE PERFORMANCE RATINGS IN AN ORGANIZATION

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EMPLOYEE PERFORMANCE RATINGS IN AN ORGANIZATION

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Course)

Professor

Institution

Date

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EMPLOYEE PERFORMANCE RATINGS IN AN ORGANIZTION

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The success of an organization greatly depends upon various factors such as
infrastructure, business environment and the competency of employees. A human resource
manager is a person-in-charge of ensuring employee performance is up to standard and in line
with the organization’s objective. The rating of employees based on their job descriptions
highlights the quality and competency of an employee. Evaluating an employee based on
performance is a process that is largely applied in different organizations and is treated as an
important practice in the human resource field (Kromrei 2015). However, the head of the human
resource in a company is mandated to provide efficient rating models of workers and ensure that
the process is done in a more efficient and non-biased way. Tools and methods used in the
process of appraisal and rating of employees should be up to the standard to avoid rater errors
which could cause frustrations, mismatch among employees and affect performance system
within an organization by leading to employee turn over.

The occurrence of Rater Errors while Evaluating Customer Service Employees
There are various reasons why rater errors occur in an organization while evaluating
customer service employees. A few supervisors rate customer service employees low or high
based on conflict of interest rather than focusing on professionalism and accuracy, leading to
rater errors. Favoring some employees make supervisors overate and under-rate employees
without evidence-based criteria. The most common rater errors that happen in different
organizations include; halo effect, leniency error, central tendency error. Halo effect is an error
that is caused when a particular characteristic of a worker makes a manager rate an individual
high or low. A rating done with an attempt to avoid conflict is known as leniency error. In
contrast, central tendency error happens when the rater fails to awa...

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