Advantages and disadvantages of employee merit rating

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Advantages and disadvantages of employee merit rating:

Advantages of employee merit rating:

Both managements and worker-employees benefit from employee evaluation. The Advantages of worker-employee  merit rating  are discussed below:

1. Establishing control over functions:

In evaluating systematic work, executives can easily identify staff-employee strengths and weaknesses. As a result, they can effectively delegate responsibilities to workers-employees.

2. Appropriate assessment of subordinates:

In a systematic assessment program, officers and staff can talk to each other about the merits and demerits of the staff during the assessment of subordinates.

3. Determining the right policy and basis for salary and promotion:

Proper assessment of the qualifications, skills, and weaknesses of the staff facilitates the payment of proportional pay and wages, including promotions, to potentially talented employees.

4. Supervision benefits:

Makes performance supervision easier. In this way, the supervisor can be aware of the skills of the staff and determine the scope of supervision accordingly.

5. Helps to select effective staff:

The systematic program helps in verifying the rationality and accuracy of the selection of the working staff and lays the right basis for the recruitment and selection of the staff in the future.

6. Training and development program:

Advantages and disadvantages of employee merit rating. Training and development programs are to be determined based on the level of skills, knowledge, and experience of the staff. Performance provides accurate information on these matters.

Disadvantages of employee merit rating:

1. The assessor voluntarily or unwillingly expresses an opinion for or against an employee, which affects the rating process.

2. The wrong decision of the evaluator in determining the strengths or weaknesses of the employee is one of the reasons for the failure of the rating program.

3. During the rating of the employee, the evaluator evaluates the competency and performance of the employee in the light of his personality. As a result, the actual performance of the employee cannot be evaluated.

4. There are many types of personalities in the evaluator who take a moderate approach when evaluating the staff. Such errors do not result in actual measurements of the employee’s performance, which undermines the accuracy of the assessment.

5. In many cases the evaluator provides the final evaluation report only by analyzing the current activity without looking at the employee’s record. This is contrary to proper rating.

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