Performance Appraisal: Is There An Ideal System ?

Microsoft on the theory of goal setting, assess the staff according to performance goals are ambitious, which respond to the acronym SMART (Specific, measurable, achievable, results-based and within a certain period of time). So a developer can commit to complete, within a certain period, three modules of a code or reduce the number of errors from 1,000 to 50. All staff are evaluated every six months. These assessments are tied to salary increases, bonuses, promotions and stock options. Such criteria and evaluation form, are perfectly in tune with the kind of people that the company recruit (the most ambitious and brilliant of the best universities) and with the strategy and organizational culture that seeks, of enhancing competition and maximum effort in their employees, in order to achieve and consolidate a position of leadership). (As opposed to ConocoPhillips).

Assessment systems are in a context that has a very extreme criteria subjective and the other very objective criteria. Each system has its own advantages and disadvantages, but there is no ideal system. Effective implementation of the evaluation system itself depends on both the system design and make use of the evaluators. There are several social factors that influence and psychological evaluators make assessments are not always accurate. What’s more, the accuracy is not always what is sought with the ratings. The evaluation should be more than an exercise that looks at the past and that rewards or punishes anyone for their work during the previous year.

Also be directed to the future, so the person can do to develop their full potential in the company. This requires that management provide a (suitable) feedback to employees to enable them to improve their performance. A way more and more used to this is “360-Degree Assessment.” Assessment systems are inherently deficient and require to be periodically reviewed and changed. This is not necessarily bad, such changes serve to focus attention on performance: What does it mean? What value the organization? How to be achieved?