Employee development criterion Does the method communicate the goals and objectives of the organization Is the feedback to employees a natural outgrowth of the evaluation format, so that employee developmental needs are idenifield and can be attended to readily We know that feedback has a positive impact on job performance There is also evidence that different kinds of feedback have different effects Critical feedback that attacks the individual rather than focusing on the task has negative effects Employees respond better to feedback that tells them what went wrong on the task and how to improve Keep in mind, though, that the desire for feedback doesnt extend across all cultures Lucent Technologies found that certain cultures are very reluctant to give feedback, either positive or negative In most Asian cultures feedback is viewed with great suspicion, and only the most reckless executive would jeopardize his reputation by giving feedback, particularly in public Administrative criterion How easily can evaluation results be used for administrative decisions concerning wage increases, promotions, demotions,, terminations, and transfers Comparisons among individuals for personnel action require some common denominator Typically this is a numerical rating of performance that causes administrative headaches So for example, an essay format with no numerical evaluation, is difficult to evaluate relative to other essays Who did better is an important question when giving out merit increases Personnel research criterion Does the instrument lead itself well to validating employment rates Can applicants predicted to perform well be monitored through performance evaluations Similarity, can the success of various employees and organizational development programs be traced to impacts on employee performance As with administrative criterion, evaluations typically need to be quantitative to permit the stat tests so common in personnel research Barry Gerhart Jerry Newman Compensation thirteenth edition page 397

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Question: Employee development criterion: Does the method communicate the goals and objectives of the organization? Is the feedback to employees a natural outgrowth of the evaluation

Employee development criterion: Does the method communicate the goals and objectives of the organization? Is the feedback to employees a natural outgrowth of the evaluation format, so that employee developmental needs are idenifield and can be attended to readily? We know that feedback has a positive impact on job performance. There is also evidence that different kinds of feedback have different effects. Critical feedback that attacks the individual rather than focusing on the task has negative effects. Employees respond better to feedback that tells them what went wrong on the task and how to improve. Keep in mind, though, that the desire for feedback doesnt extend across all cultures. Lucent Technologies found that certain cultures are very reluctant to give feedback, either positive or negative. In most Asian cultures feedback is viewed with great suspicion, and only the most reckless executive would jeopardize his reputation by giving feedback, particularly in public.

Administrative criterion: How easily can evaluation results be used for administrative decisions concerning wage increases, promotions, demotions,, terminations, and transfers? Comparisons among individuals for personnel action require some common denominator. Typically this is a numerical rating of performance that causes administrative headaches. So for example, an essay format with no numerical evaluation, is difficult to evaluate relative to other essays. Who did better is an important question when giving out merit increases.
Personnel research criterion: Does the instrument lead itself well to validating employment rates? Can applicants predicted to perform well be monitored through performance evaluations? Similarity, can the success of various employees and organizational development programs be traced to impacts on employee performance? As with administrative criterion, evaluations typically need to be quantitative to permit the stat tests so common in personnel research?

Barry Gerhart|Jerry Newman Compensation thirteenth edition page 397

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