Second, no method of evaluation is absolutely objective. Many subjective factors interfere in an assessment and conditions are usually too complicated for rules to be applied without discrimination.
For instance, a person who is more enthusiastic and responsible about work tends to undertake more work or insists on co-workers abiding by the standards, hence there are more chances of making mistakes and inviting jealous resentment.
Third, as ELG is conducted on the basis of individual departments, it is highly likely that one who ranks last in one department outperforms many others who work in another. Then, is it fair to fire this person simply because he ranks last in a better-performing department?
ELG derives from the so-called quantized management, which applies mathematical models to all links in the process of management and translates the assessment of all aspects of work performance into digits. Quantized management makes final evaluation easier and more objective. It is based on a comprehensive, scientifically structured system and meticulous observation of every detail of the rules and standards.
Scientific management is a good thing but it also imposes higher requirements on managers. To ensure more reasonable and effective management, especially of human resources, managers should improve their abilities and work harder rather than rely on a sluggard's magic formulae, such as ELG.
Otherwise, they will be eventually eliminated themselves.
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