1.outcomes and performance the employee make are both important for eomplyer to rate their salary.We cannot value either of them
2.some people make a good performance during they do the job.But disappointed with unsatified result.However, we cannot disaprove his efforts. On the other hand, some people create a sound outcome for the job but we cannot see impressive performance during the whold process.Nevertheless, if the resut brings out benifit, he should be praised and given increase for the salary.
3.the company should make some standards to rate and increase the employee's salary...
huhu, i make a spelling mistake for benefit with benifit.
how to prevent spelling mistake in the real test?
save some time to review.
thank you for your reasonning line.
still open to discuss.
1. in most cases, these two come with each other. result can't come without competencies
2. there are clear benefits to measure by result. (a) it's measurable, more objective (b) encourage employee to drive towards result, in line with company's goal
3. in certain cases, when result don't align with competency/performance. both should be considered. e.g. an employee with strong performance encounter certain setback due to unforeseable factors out of his control, in such case, his performance should be considered too.
1)the measurable outcomes-1>the performance is objective and reliable;2>make employees more focused and motivated;
2)but some intangible aspects of performance need to be considered as well-teamwork,collaboration and coordination,otherwise the empolyees will become selfish enough to only concentrate on his own maximum interest which based solely on the measurable outcomes,not on the maximum interest of a company
3)balanced combination of both performance measures will yield better result
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