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Performance Evaluation and Feedback System

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Submitted By jaylamcf
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Performance Evaluation and Feedback System (PEFS)

Objective: Introduce the difference of PEFS between Japan and the west
Goal: Understand the reason and result of adoption of different PEFS
Expected result: Able to work in a company with the PEFS which is suitable for them.

Japan:
Staff performance is evaluated as a whole, based on company profit, department contribution. Feedback and future direction is provided to all staff in company / department through group meeting (e.g., morning assembly).
The reason of using this PEFS is that Japanese pays attention to relationship, and their career goal is group/company success. When compensation is based on individual performance, staff becomes focus on individual success. This hampers team working and company success.
As a result, staff works under strain of the working environment (self-control), strives to maintain good relationship with others (focus on harmony), follows custom and finds a middle way to solve any problems (avoid conflict). As it is difficult for staff to express his own opinion in working environment, building relationship becomes more important for personal success. This creates the “after work drinking” culture.

The West:
Staff performance is evaluated as a whole and individual basis, based on company profit, department contribution, and individual performance. Feedback is provided to individual. One on one meeting is held to discuss career goal and development plan.
The reason of using this PEFS is that the West pays attention to rules, objects and attributes, and their career goal is individual success. When compensation is based on individual performance, staff is motivated to strive his best and extend his potential. Workflow is established to enforce teamwork, which leads to group/company success.
As a result, staff is encouraged to express his own idea (freedom), think and...

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