Companies occasionally check the effectiveness of employees and company structure through evaluations. There are a number of evaluation tools and techniques a company may choose to employ. The usual purpose of such evaluations is to gather the information to increase company efficiency, which may be through the reorganization of the hierarchy of the organization or through the hiring and dismissing of staff.
Evaluation Tools: Human Assessment
Human assessment is a common tool of evaluation. Though it is more common for managers and workers in human resources to assess employees and jobs, it can also be the case that workers assess themselves. Regardless of who is doing the assessing, human assessment is relatively objective and can take on either numerical or nonnumerical forms of assessment. This assessment tool can take many forms, from tables dividing each job and worker into a set of responsibilities to comparing each job to a benchmark job, in terms of pay grade and importance to the company.
Evaluation Tools: Statistical Analysis
On the other side of the evaluation tool coin is the objective method of statistical analysis. As a tool, statistical analysis can make objective, quantitative (numerical) comparisons across jobs and employees. This tool’s results are clear and easy to interpret. However, it may miss some of the more objective reasons for increases or decreases in efficiency that can be better assessed through human means.
Evaluation Techniques: Nonnumerical
Nonnumerical evaluation techniques tend to assess employees and jobs in linguistic terms. This allows those working in human resources to make clear arguments about the importance of certain jobs or employees in the company. This technique is subjective in nature and may lead to contradictions during results comparisons. However, nonnumerical evaluation techniques are diverse and evaluators may take a number of different angles in their evaluations.
Evaluation Techniques: Numerical
The numerical evaluation technique is one in which jobs or employees are graded according to a set of criteria. This technique allows each employee, job and skill to be reduced to a number, which may then be compared against other numbers. Though it is numerical in nature and perhaps more objective than nonnumerical evaluation techniques, it is still subjective in nature since these numbers arrive from human assignment. Still, this technique allows for easy interpretation and comparisons.