Human Resource Management

Assessment 6
1. What are the advantages and disadvantages of the different sources of performance
information. Briefly explain them.
Managers
Managers are the most common source of information about performance. It is typically
reasonable to presume that supervisors have a thorough understanding of the work requirements
and that they have had the chance to watch and assess their staff. Furthermore, some supervisors
may be so biased towards a certain employee that relying just on the supervisor for information
would result in less-than-accurate measurements for that worker.
Favoritism is an unavoidable part of every company, although it should be eliminated as
much as possible in performance management. As a result, the performance evaluation system
should strive to reduce the chances of bias influencing evaluations. One method to do this is to
not just depend on a supervisor's assessment of an employee's performance.
Peers
Peers have an in-depth understanding of job needs and frequently have the greatest
opportunities to see the employee in action. They are also in the greatest position to appreciate
and acknowledge one another on a regular basis. A downside of utilizing peer evaluations is the
possibility of ratings being skewed by friendship.
Self
Although self-ratings are rarely utilized as the primary source of performance data, they
can still be useful. Individuals have a lot of opportunity to watch their behavior, and they almost
always have access to information about their work performance.
The dread and worry connected with the traditional appraisal procedure have been
reduced by self-evaluations. Employees believe they have a say in the evaluation process and the
ability to affect it. However, one issue with self-ratings is a proclivity for exaggerated
assessments.
Customers
Supervisors, peers, and subordinates seldom have the opportunity to monitor employee
behavior because of the unique nature of service, where the product is typically created and
consumed on the spot. The client is frequently the only one present to see an employee's
performance and is the most reliable source of performance data.
Using customer evaluations of employee performance is appropriate in two situations.
The first is when an employee’s job requires direct service to the customer or linking the
customer to other services within the company. Second, customer evaluations are appropriate
when the company is interested in gathering information to determine what products and services
the customer want.