Performance Evaluation - Steps of Performance Evaluation - Edupedia

 

Definition:

Performance evaluation is a formal and productive methodology to measure the work performance of the employees based on their job responsibilities.

Understanding the concept of Performance Evaluation:

            Performance evaluation is a formal and productive methodology to measure the work performance of the employees based on their job responsibilities.

Performance evaluation is important for rewarding the employees according to their performance. Employees are seen more focused if there is effective performance evaluation system. They pay more attention to work if they know that they are being checked. Moreover, it is best to reward the most deserve able employees. Most organizations having good reputation in the market tend to base the promotion and rewarding on the base of the performance of the employees. They have a complete mechanism of evaluation for this purpose.

Performance evaluation provides an opportunity to the employees within the organization to assess their contribution to the working projects of the organization. An efficient and strong framework is needed for performance evaluation. The basic purpose of the performance evaluation is to develop and maintain the measures of the employee’s performance on the base of the job responsibilities. Maintenance of accurate documentations of appraisal is necessary to protect the interests of the both, the employee and the employer. Following are the steps of creating an effective performance evaluation system.



Steps of performance evaluation:

Ø     Developing of an evaluation form.

Ø     Identifying the measures of performance.

Ø     Setting the guidelines for feedback.

Ø     Creating disciplinary and termination procedures.

Ø     Setting the schedule of evaluation.

1.  Developing of an evaluation form.

Performance evaluations must be conducted fairly and honestly, consistently and objectively to protect the interests of the employees and to protect all the practice from legal liability. There must be a standard evaluation for each of the evaluation. The form which are you going to use must be focusing on the criteria of the job which is essential for performance evaluation. Being limited to the specific areas of focus makes the assessment more meaningful, helpful and relevant and it also allows you and the other employee to address the issues that matter most.

2. Identifying the measures of performance.

The process of the performance measures must have standards according to that the performance effectiveness will be measured. If the measures are clear there will be less chance of wastage of time at the time of filing the forms.  Although, it is right that it take a lot times and efforts for setting the measures of the performance but it will be better and basic need to make that evaluation process more effective for getting the best results.

3.  Setting the guidelines for feedback.

Feedback is the origin of the performance evaluation.. So at the time performance evaluation every employee who is going through this process must have the knowledge that what answers he have to give. There must be proper guidelines for helping the individuals for the results you need for effective performance evaluation.

4. Creating disciplinary and termination procedures.

It is seen that even after conducting a thorough performance evaluation employees still performs poorly. For this purpose the organization must have disciplinary and terminating procedure for the learning and development of the employees. There should be a verbal or written warning and even if then performance is not improved there can be there may be termination. 

          5. Set an evaluation schedule.

After you have built your performance evaluation system you must choose a suitable time for conducting the performance evaluation program. Some of the organizations tend to schedule this program at the same time for all the employees and the other goes through this process at employee’s anniversary. However you decide to schedule the evaluations, ensure that each appraiser consistently meets the deadline. Ignoring employees’ overdue evaluations will make them feel devalued and may hurt morale and performance.

 KEY POINTS

v  The performance evaluation process motivates the employees because they know that they are being recognized and being rewarded. They also perform well if they know they are being watched and evaluated.

v  The process of the evaluation must be conducted fairly and no biasness should be made to protect the employee’s personality.

v  The effectiveness of the evaluation is depending upon the standards of the measures and quality of the measure of the evaluation form.


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