Evaluation Form

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Running Head: EVALUATION FORM 1

Evaluation Form

Institutional Affiliation

Name

EVALUATION FORM 2

INTRODUCTION:

As we continue to live and work in the seemingly perfect world; conducting employee

appraisal has become a major part of many organizations across the globe (Juan, 2010).

Normally; appraisal form in the workplace offer employees a good and precise assessment of

their achievements or shortfalls in regards to their job performance. While this can be a good

move; there comes a time when managers can be biased by introducing common errors into the

process that may hinder the actual results (Hricko & Howell, 2006). Some of these discrepancies

include and not limited to wrong behavior rating, wrong objectives rating, wrong employee

number, insufficient listening, among others. In this essay; these are some of the issues that we

will be discussing as guides for this evaluation.

BODY:

In today’s competitive global market; managers are doing everything they can to remain

competitive and ahead of their rivals. Managers are using appraisal tools as a way to ensure

employees are performing as per expectations of the company and they deliver. It is said that we

are all human being therefore; we are vulnerable to mistakes and this means that even managers

do make mistakes when it comes to evaluating employees, Some of the commonly known

mistakes that most managers make across the globe include but not limited to wrong behavior

rating, wrong objectives rating, wrong employee number, insufficient listening and others. For

example; you may find that a manager expects more from employees which may be a major

mistake. In many cases; managers’ scoring can be inaccurate especially when their rates are too

high that what the employee can deliver (Juan, 2010). Let us assume that a manager rates the

employee in the middle of the scoring scale -- meets expectations on 90 percent or more of the

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Running Head: EVALUATION FORM 1 Evaluation Form Institutional Affiliation Name EVALUATION FORM 2 INTRODUCTION: As we continue to live and work in the seemingly perfect world; conducting employee appraisal has become a major part of many organizations across the globe (Juan, 2010). Normally; appraisal form in the workplace offer employees a good and precise assessment of their achievements or shortfalls in regards to their job performance. While this can be a good move; there comes a time when managers can be biased by introducing common errors into the process that may hinder the actual results (Hricko & Howell, 2006). Some of these discrepancies include and not limited to wrong behavior rating, wrong objectives rating, wrong employee number, insufficient listening, among others. In this essay; these are some of the issues that we will be discussing as guides for this evaluation. BODY: In today’s competitive global market; managers are doing everything they can to remain competitive and ahead of their rivals. Managers are using appraisal tools as a way to ensure employees are performing as per expectations of the company and they deliver. It is said that we are all human being therefore; we are vulnerable to mistakes and this means that even managers do make mistakes when it comes to evaluating employees, Some of the commonly known mistakes that most managers make across the globe include but not limited to wrong behavior rating, wrong objectives rating, wrong emplo ...
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