- They don't what they have to do to get promotions.
- I don't have the opportunities to receive the opinions and demand of the employees such as personal statement.
- The emphasis is on experience and it is not stimulating the organization.
- The items and standard for evaluation is vague so the evaluation result is not providing feedback to the employees.
- The role of the position is unclear and code of conducts is not penetrated among employees.
- The existing system of management by objectives and competency system is not operated well.
- Evaluators considering the Performance rating as assessment tool only.
- Evaluations are based on the evaluator's personal view, likes and dislikes.
- Evaluations are given based on their personal attributions such as sex and educational history.
- The result of work and the effort during its process is not evaluated fairly.
- The evaluators are misunderstanding that they have the authority over personnel matters.
- The evaluations are so different that it takes long time to adjust.
- The general employees' understanding and trust for the evaluation system is low.
- The general employees' do not understand how to set their goals.
- There are many employees who do not feel the sense of accomplishment through work.
- Individual responsibilities are not reflected.
- The evaluators only talk instead of listening to the subordinate employees.
- The bosses are not recognizing or give complements to the subordinate employees.
- The management principles and policies are not penetrated to the employees.
- They mix up management by objectives and quota management.
- The rate of goal accomplishment is high even though the performance of the company is low.
We will examine and suggest the optimal training program and review of HR system after hearing about your problems and performance rating system.
Interview and suggestions prior to signing the contract is free of charge, so please consult us any time.