Performance Evaluation (What it is, Scope and Objectives)

The practice of the call performance evaluation is not new, from the moment that man delegate job to job, that job began to be evaluated.

For years administrators focused on machine efficiency as a central point for increasing the efficiency of the machine. productivity, this theory failed to solve the obstacle of increasing the efficiency. From the beginning of the humanization of administration and the emergence of the school of human relations, a new approach emerged and the attention of administrators became the worker.

The aspects formerly in front of the machine, passed in front of the man, arising some investigations so that the performance evaluation achieve benefits for the worker, supervisor and the company.

What is a performance appraisal?

It is an instrument used to check the level of achievement and fulfillment of the objectives at the individual level, allowing a objective, systematic and comprehensive measurement of the professional conduct of an employee, in addition to the performance and achievement of same. In other words, look at what the employee is, does, and achieves.

It is worth noting that this is a periodic and systematic process, it is established in advance what is going to be evaluate, the way in which it is going to be evaluated and a limit or period of time is established, either annual or biannual.

In the same way, this systematization is important since it establishes standard norms for all evaluators, reducing the risk and influence of prejudices and personal perceptions of the themselves.

The performance evaluation It is useful not only to measure the efficiency of the employee, it also allows to determine the existence of inconveniences regarding the integration of some employee, identifies the insufficiencies and problems of the evaluated worker, captures their strengths, capacities, possibilities and opportunities for improvement.

Scopes of performance evaluation

Through a adequate performance evaluation, the different workers can be valued so that they continue with their work within the company in the best possible way, this activity is important since it allows the improvement of relations between subordinates and their superiors, also improving the results of the human resource of the business.

Other scopes of an adequate performance evaluation are:

• Provides basic information for the operation of the human resources department.
• Promotes and stimulates higher productivity.
• Reach an estimate of the potential of the workers.
• By working as a tool at the service of human resources management, its results are useful to develop and improve other programs.
• It measures the suitability of an individual for the job.
• Serves as a guideline in plans training, promotions and salary incentives.

Fundamental Goals When Developing an Assessment

• It provides conditions for measuring human potential in order to determine its full and optimal use.
• It admits that the human resource is treated as certain competitive advantage, in view of the fact that the productivity of the company can develop according to the form of the administration.
• It facilitates the conditions for the effective participation of all members within the organization, in consideration of individual objectives and of the same, providing opportunities for growth.

What is evaluated in a performance evaluation plan?

It is important that the performance evaluation plan create an environment in which the employee finds help to improve the execution of their activities and processes in order to obtain better results. This tool should never become an object of qualification or disqualification based on the results.

It is important to make use of meters, such as cost and quality, that allow performance to be quantified.

• The qualities of the employee, his personality and behavior.
• Entrusted work, fulfillment and contribution to the objectives.
• Potential for development.

Factors that are evaluated for this:

• Understanding of assigned work.
• Quality of the work done.
• Analytical and synthesis capacity.
• Interrelation with other employees.
• Emotional stability and response to different situations.

To make the assessment as simple and as tedious as possible, the key is to plan it properly. adequately involving all participants, considering their training and the information that they contribute.

How to conduct a performance review

In order to implement the performance evaluation, first the administration must:

1. Guarantee the existence of a working environment appropriate, where there is respect and trust among all members of the organization.
2. Encourage each worker to assume responsibilities and define their work goals.
3. Deploy a democratic, consultative and participatory administrative style.
4. Establish a future management project that involves continuous improvement of personnel.
5. Generate expectations of innovation, development and personal and professional learning.
6. Convert the performance evaluation of an arbitrary system and judgments into a tool for diagnosing growth opportunities.

Finally, it is worth noting that when a performance evaluation process has been properly planned, coordinated and developed, generates benefits in the short, medium and long term, to everyone involved, that is to say for the common employee, the manager, the organization and even for the community.