Advantages and disadvantages of workers merit rating

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Advantages and disadvantages of workers merit rating:

Advantages of workers merit rating:

The Advantages of worker merit rating  are discussed below:

1. Establishing control over functions:

In evaluating systematic work, executives can easily identify workers’ 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 workers can talk to each other about the merits and demerits of the workers 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 worker facilitates the payment of proportional pay and wages, including promotions, to potentially talented workers.

4. Supervision benefits:

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

5. Helps to select effective workers:

The systematic program helps in verifying the rationality and accuracy of the selection of the workers. And lays the right basis for the recruitment and selection of the worker in the future.

6. Training and development program:

Training and development programs are to be determined based on the level of skills, knowledge, and experience of the workers. Performance provides accurate information on these matters.

Disadvantages of workers merit rating:

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

2. Advantages and disadvantages of workers merit rating. The wrong decision of the evaluator in determining the strengths or weaknesses of the worker is one of the reasons for the failure of the rating program.

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

4. There are many types of personalities in the evaluator who take a moderate approach when evaluating the worker. Such errors do not result in actual measurements of the workers 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 workers record. This is contrary to proper rating.

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