HUMAN RESOURCES 2
Human Resources
Merck and company organization is a globally recognized company. The German
company has enjoyed huge success in Europe. As a result, Merck international attracts some
of the best employees. Their performance appraisal and salary administration mainly relies
upon the managers to award all employees in their department points reflecting their
performance. Various employees scored points ranging from one to five. Employees with a
score of one were considered to be the worst performance while those who score five points
are the best performers (Bruns, 1992).
Merck’s performance appraisal criteria are inaccurate hence should be revised. One of
the main reason why the method should be reviewed is that on many occasions the
supervisors are biased when awarding marks to the respective employees. The most
experienced employees are automatically awarded high points despite their poor performance
in some occasions. As a result, the true output of the output for different employees is not
brought about. A false image of various employees is also brought about hence reducing the
efficiency and accuracy of the performance appraisal and salary administration method
(Bruns, 1992). Besides, the company realized a very dismal performance. However, the
supervisors indicated that most employees are performing extremely well. These situations do
not add up hence proves the inaccuracy of the performance evaluation criteria.
Because of the inaccurate performance, changes should be made to the appraisal and
salary evaluation criteria. One of the key changes should be that performance should be
determined by a tangible output such as a new innovation. Through this, employees will work
very hard to come better the organization's product. In addition, there should be different
performance measures across the various departments. This is because various employees
have different responsibilities in the company. Salespeople have got different job descriptions
