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The Performance Assessment process

For the company, the Performance Assessment process is important because, by allowing the adjustment of flaws, it promotes the use of human capital and provides the opportunity for the development of new talents, that is, the professional develops his career in favor of organization.
Reasons why the Performance Evaluation should take place:
It provides for a regular period for reviewing work-related behaviors. Discussion of past deficiencies can lead to fixes and improved performance; discussing areas in which the employee has shown proficiency can reinforce and help motivate them. Good counseling and monitoring can give the employee recognition for work done and help them focus on their future development;
A Performance Assessment program provides useful data for decision-making. It makes the appraisal process more objective and easier when comparing one employee to another;
The analysis can be used as a basis for increasing dividends or salaries, bonuses and other financial incentives.

Therefore, the Performance Evaluation is not only important in the sense of promoting the development of the collaborator being evaluated, but also of the evaluator, providing a permanent exercise of communication between them.

In addition, the current appraiser as an advisor and conveys to the appraisee how much he values ​​his contribution to the organization, so that both agree on the training and development needs that help the appraise meet the most important goals for him.

 

In the process, the appraiser and appraiser exercise their communication, promote their development and use their potential, the Performance Evaluation is extremely important for the company, because, in addition to establishing results to be sought, it also monitors the work process and provides a constant feedback.

It is also important to emphasize the importance of Performance Assessment in order to provide inputs for all Human Resources activities, that is, it allows for a more in-depth analysis and facilitates the decision process for promotions, transfers, dismissals and, above all, increase in pay.

Its results can also be used when designing Human Resources policies and planning, such as to validate selection tests.

Benefits of Performance Assessment
Benefits can also be varied depending on the objectives for which the Performance Appraisal is carried out.

But, in general terms, it can be mentioned that the Performance Assessment brings the following benefits:

An open two-way communication system between managers and employees;
An objective set of criteria for evaluating job performance;
Better job performance;
A basis for changing failed work habits;
A means of collating employee suggestions for improving performance, methods, or morale;
A more immediate knowledge of the problems;
A greater commitment to the organization;
Greater job satisfaction;
An effective motivational tool;
A way to show interest;
A source of documentation in case of legal proceedings;
A basis for determining promotions and salary increases;
A means of looking for alternatives to termination;
A future orientation for improving employee development;
A focus on continuous improvement;
A means to build a high-performance work team;
Greater productivity.

The Performance Assessment can be applied in companies with different purposes, varying from organization to organization. Furthermore, the type of assessment used will also influence the goals that will be achieved.

In general, the Performance Assessment is applied with the following objectives:

Provide employees with the opportunity to regularly discuss performance and performance standards with their supervisor;
Provide the supervisor with a means of identifying the strengths and weaknesses of an employee's performance;
Provide a format that allows the supervisor to recommend a specific program to help an employee improve performance;
Provide a basis for salary recommendations.

In another instance, the Performance Assessment may also aim to enable/facilitate:

The preparation of development plans to improve the performance of those evaluated;
The identification and development of talents hired by the company;
Career and succession planning;
Rewarding performance above expectations;
The dismissal of people whose performance repeats the most, despite the feedback received. the verdict
Realize that performance appraisal works like telemetry for formula 1 cars or the scout for football. Basically it would be like reporting on how performance is going and providing a way forward, showing where the possible points for improvement are, and of course what is already good.

Imagine a formula 1 driver, running at over 300 km/h and every time he brakes 15 meters before the braking point, and this makes him lose about 0.1 seconds per lap, he has no idea that he is braking in place wrong, because it's only 15 meters.

But with telemetry, his race engineer can warn him that if he takes a little longer to brake he can earn 0.100 thousandths per lap.

Realize that the same thing happens in the company, that is, the employee often does not know how their skills are going, but if there is a group of managers who apply a performance evaluation, the employee will automatically know where to improve and how have to improve.

Nowadays, performance evaluation is the key to business success, and the manager has an obligation to know how to use this beautiful tool.

We at Menvie, through the Evaluation Software, have already helped more than 200 leaders and managers in companies in Brazil and abroad and we can also help you choose and apply the best performance evaluation model in your company and achieve magnificent results.

Find one of our consultants to find out more.

Individual performance appraisal models
In an individual performance review, employees make their own review using the same rubric as their managers and submit it to HR and/or the manager prior to the official review meeting.

The benefit of doing self-assessments has made them a common part of employee assessment in many companies.

Self-assessments are an encouraging opportunity for employees to share their thoughts about their work, goals, desired responsibilities, and aspects of their role or environment that they may be struggling with.

Prepare employees for success in the self-assessment process by giving them a robust employee assessment form with thoughtful questions.

Employee Self-Assessment Annual Review Template

This first example is perfect for a full annual review. Leading questions prompt the employee to reflect on their achievements and shortcomings, while assessing themselves on specific skill sets required for their job.