When you're a member of an organization or a similar setup, evaluations are, for lack of a better description, a way of life. You'd be subjected to close scrutiny by your supervisors and colleagues. If you're in customer service, you are also bound to be rated at some point by the customers you actually served. Even if you went up the ranks and became a manager, you will still be vulnerable to assessment by your subordinates.
You can never get away from having your work performance reviewed and evaluated. It's embedded in company policies, after all, it's part of the organization's human resources management and merit promotion systems.
From the point of view of top management, there is no way that they can put their focus solely on monitoring the performance of the employees. While it is true that employee performance is a very important factor in their decision-making, it is not THE ONLY factor.
It is for this reason that management makes use of other avenues and techniques in monitoring and evaluating employee performance. One of the most frequently used methods is to set up peer review systems.
PEER REVIEW SYSTEM – WHAT IT IS AND HOW IT WORKS
When we say “peer review”, we're talking about employees being assessed by their colleagues – or their peers – in terms of their performance, strengths and weaknesses, and other work-related aspects.
You've probably heard it used by authors and writers before, when they have their articles, research papers and other material for publication subjected to review by other authors and writers. Their work will be critiqued, suggestions will be made, and they may be incorporated into the piece before it goes out for final printing.
That's basically the same principle at work here. A peer review system formalizes the conduct of these type of review in the ...read more