Problem:
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.
Required:
Question 1) How is this measure contaminated? How is it deficient? What other measures might you use to more adequately evaluate employee performance?
Question 2) 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?
Question 3) How are YOU evaluated? Do you think the evaluation covers all of the aspects of your job?
Provide thorough explanation of the given question.