Engineers -- Performance -- Evaluation, Engineers -- Salaries etc. -- Analysis, Hierarchical decision model, Compensation management
This research has analyzed the feedback from managers and technicians in high tech companies when doing the individual evaluation of performance using a dualperspective approach. The research has established a list of categories and subcategories that all managers should include in a fair performance evaluation according to the feedback from different experts, avoiding potential bias described in Messick & Bazerman, (1996) and clearly known in advance by all the employees who will be evaluated. Finally, the paper concludes with an analysis of the potential impact and contribution to the employee’s satisfaction of alternatives methods of rewarding (using four options, money, stocks, time off and other benefits).
In order to accomplish this research, the HDM model has been used, but in a different way than traditional HDM model. This research has used a multi-mode or dual-method, combining a top-down approach with a bottom-up analysis. The first HDM analysis has included a group of experts who have been in manager position and second HDM analysis has assessed a group of technicians. The outcome will show the preferred compensation for each group and if there is any, the gap on preferences between both groups, together with an analysis of each criterion and sub-criteria weights according to the respective group.
Future research might focus on a potential analysis about how to solve the previous gap, prioritizing the generation of an automatic tool to conduct all the evaluation process. Additional analysis with a wider geographical scope could be also included.
Sanchez, Jose Banos, "How Managers can Create a Fair Compensation Procedure in the Engineering Sector" (2018). Engineering and Technology Management Student Projects. 2232.