Application of Deming's Principles to Evaluating Professional Staff Members in R&D Services Companies

Effective performance management systems current criticisms and new ideas for employee evaluation

“…Likewise, it poses the potential of alienating strong performers and further discouraging weaker performers because the bell curve ranks employees for comparison rather than evaluating each employee as a unique mutually exclusive entity (Derven, 1990). Yalowitz, Schroer, and Ziemke (1993) argue that employee performance appraisal systems based on statistical classification or ranking methods produce inaccurate results and cause consequent quality and productivity losses when managers apply them to technical professionals. The nature of research and development work includes long-term projects, non-repetitive activities, and highly specialized knowledge requirements.…”