What do you think of organisations doing away with numeric ratings? Will it help boost morale and productivity, or cause ambiguity and confusion?
What will be an ideal response?
? Quantitative indicators are useful for administrative purposes of the performance
management system, but are typically inadequate as feedback. For example,
numerical ratings can easily be plugged into formulas used to administer merit
pay increases.
? Eliminating numerical rankings suggests that organisations are turning toward
using their performance appraisal systems toward developmental and strategic
purposes.
? If the organisation’s new process can deliver workers more high-quality feedback
in the performance management system, then increases in productivity and
morale are likely.
? High-performing employees may be dissatisfied if the system does not recognise
their contributions.
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Fill in the blank(s) with the appropriate word(s).
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What will be an ideal response?