25-08-2017, 09:32 PM
30-08-2017, 03:20 PM
A performance evaluation, also known as performance review, performance evaluation, career development discussion, or employee evaluation is a method by which an employee's work performance is documented and evaluated. Performance evaluations are a part of career development and consist of regular reviews of employee performance within organizations.
A performance evaluation is a systematic and periodic systematic process that evaluates an employee's work performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees, such as organizational behavior of citizens, achievements, potential for future improvements, strengths and weaknesses, etc. are also considered.
To collect PA data, there are three main methods: objective production, staffing and critical evaluation. Trial assessments are the most commonly used with a wide variety of assessment methods. Historically, the PA has been conducted annually (long cycle assessments); however, many companies are moving towards shorter cycles (every six months, every quarter), and some have been moving into short cycle (weekly, biweekly) PAs. The interview could work as "providing feedback to employees, counseling and development employees, and transmitting and discussing compensation, work status, or disciplinary decisions." BP is often included in performance management systems.
Performance management systems are used to "manage and align" all the resources of an organization in order to achieve maximum performance. "Therefore, improving PA for each should be among the highest priorities of contemporary organizations."
Some PA applications are compensation, performance improvement, promotions, termination, validation testing and more. While there are many potential benefits of PA, there are also some potential drawbacks. For example, PA can help facilitate communication between management and employees; however, PA can lead to legal issues if not executed properly, as many employees tend to be dissatisfied with the AP process. APs created and determined to be useful in the United States may not necessarily be transferable between cultures.
A performance evaluation is a systematic and periodic systematic process that evaluates an employee's work performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees, such as organizational behavior of citizens, achievements, potential for future improvements, strengths and weaknesses, etc. are also considered.
To collect PA data, there are three main methods: objective production, staffing and critical evaluation. Trial assessments are the most commonly used with a wide variety of assessment methods. Historically, the PA has been conducted annually (long cycle assessments); however, many companies are moving towards shorter cycles (every six months, every quarter), and some have been moving into short cycle (weekly, biweekly) PAs. The interview could work as "providing feedback to employees, counseling and development employees, and transmitting and discussing compensation, work status, or disciplinary decisions." BP is often included in performance management systems.
Performance management systems are used to "manage and align" all the resources of an organization in order to achieve maximum performance. "Therefore, improving PA for each should be among the highest priorities of contemporary organizations."
Some PA applications are compensation, performance improvement, promotions, termination, validation testing and more. While there are many potential benefits of PA, there are also some potential drawbacks. For example, PA can help facilitate communication between management and employees; however, PA can lead to legal issues if not executed properly, as many employees tend to be dissatisfied with the AP process. APs created and determined to be useful in the United States may not necessarily be transferable between cultures.