Issues in the Design and Operation of an Objective and Fair Evaluation System

In the issue of managing low performers, the evaluation-related aspects can be broadly divided into two areas. One is whether the objectivity and fairness of the existing personnel evaluation system, used to establish criteria for selecting low-performing workers, have been ensured; the other is whether the objectivity and fairness of the evaluation tool used to assess the degree of capability improvement and performance enhancement of workers selected as low performers have been ensured.Companies that do not usually have a low-performer management program, or whose programs do not have a separate evaluation system for assessing the degree of improvement in capabilities or performance (applied only to low performers), often do not clearly distinguish between the two categories. Therefore, a mismatch arises between the purpose of evaluation and the evaluation method that corresponds to it, and in such a case it can lead to results that cast doubt on the objectivity or fairness of the evaluation system used for managing low performers. To address this issue, objective criteria are needed to assess the degree of improvement in capabilities and performance after capacity-building training for low performers. When it is difficult to evaluate the level of improvement using the existing personnel evaluation system, it is desirable to approach the matter by establishing a separate evaluation system.

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Source: Monthly HR Insight. See details