HR discussion

Please answer ALL the questions below!

Employee performance may or may not be measured in some way by the employer as part of their review process. 

If you are a customer service representative, for instance, your performance standards may be based on how many calls you complete per hour.

• How is this measure contaminated? How is it deficient? What other measures might you use to more adequately evaluate employee performance?
• How would you evaluate performance for a role where is it harder to pinpoint the quantity of work performed, or where quality is more important?
• How are YOU evaluated? Do you think the evaluation covers all of the aspects of your job?