Basics of Employee Evaluation Process
Employee Performance
Performance can be demonstrated in the improvement of
production, easiness in utilizing new technology, or being a highly motivated
individual (Nassazi, 2013). As organizational leaders strive to achieve
higher levels of employee performance, they should establish goals and
standards, which performance can be measured against. The training and
development function is mainly responsible for employee performance (Asim,
2013).
Employee Performance Hypothesized
· Employee performance is defined as the outcome of individuals with respect to process, results, relevance, and success (Nassazi, 2013).
· According
to Arinanye (2015), the measures of success are focused on productivity,
efficiency, effectiveness, quality, and attendance of work. It is the overall
achievement of a particular task measured against pre-selected standards of
accuracy, cost, and speed; or the strategic approach to enhancing
organizational effectiveness by improving the performance of individuals who
work in the organization.
Factors Impacting Performance
Asim (2013) provided factors, such as lack of proper equipment and skills, high work load, inadequate more clerical hold, non-attendance of key human resources, insufficient routine of managers, undecided objectives or performance standards, deficient statement within the organization, pressure from coworkers to limited presentation, and lack of ability to get things done more.
According to Nassazi (2013), working conditions impact the
manual or mental work on employees as they may become fatigued; thus,
endangering organizational property and increasing the possibility accidents,
low morale, or loss of life. As a result, organizations should provide
noise-free working environments, adequate lighting systems and temperatures.
Developing a positive safety culture ensures good working
environments; therefore, improving the overall employee performance.
In addition, organizations should contemplate on their reward
systems. The main objective for implementing reward systems is to attract and
retain quality employees. Organizations may opt to implement performance-based
pay systems to reward individuals according to performance standards and
profitable goals and objectives.
Furthermore, modeling teamwork in the workplace is of vital
importance. Teamwork is the interaction of two or more individuals working
toward achieving particular goals and objectives.
Employee Performance Evaluation
There are organizations that may not be using a systematic
approach for assessing employee performance. Therefore, the concern of this
action is that it produces unclear, inefficient, and ambiguous evaluation
results (Ahmed, Sultana, Paul, & Azeem, 2013).
For this reason, it is vital for organizations to create a
systematic approach for assessing performance. Typically, employee performance
is measured in terms of outcomes and behaviors, according to predetermined
standards set by the organization. Employee performance outcomes may be
determined on personal, organizational, environmental, motivation, skill level,
aptitudes, or role perceptions factors.
Nassazi (2013) and Arinanye (2015) provided four examples of
employee performance assessment metrics used in organizations:
(1) Productivity which is the amount of input resources
converted into goods and services.
(2) Efficiency and effectiveness which is the capacity of
producing outcomes with minimal resources in order to achieve particular
objectives.
(3) Quality which is a distinctive trait of a product or
service that fulfills a need.
(4) Profitability which is the capability to consistently
earn profit during a time period.
Performance Evaluation Guidelines
Commonly, organizational policies and procedures ensure that
employee performance evaluations are accomplished in a timely and effective
manner, since such documents provide the guidelines or courses of action in
identifying and fulfilling employee developmental needs (Nassazi, 2013). Elnaga
and Imran (2013, p. 143) provided some guidelines when assessing employee
performance:
· Ability: Assess abilities and issues, such as
physical and health status. Consider how these factors impact job requirements
and capabilities.
· Standards: Assess perceptions in regards to
work tasks, roles, responsibilities, relationships, time management, and how
these elements impact organizational goals and objectives.
· Knowledge and Skills: Assess if knowledge and skills are
aligned to work tasks. If they are not aligned, identify training and
development opportunities to fulfill this gap.
· Measurement: Assess the actual employee
evaluation approach in terms of unbiased task performance.
·
Feedback:
Assess if leaders provide regular, continuous work performance feedback and its
alignment to compensation.
· Environment: Assess availability of resources,
tools, and time necessary to perform work tasks.
· Motivation: Assess the incentives or consequences for good or bad performance and how it impacts employee motivation.
Nassazi (2013) provided six different approaches for
assessing employee performance in the workplace:
(1) Supervisory assessment is completed by the
employee’s supervisor and reviewed by the senior manager.
(2) Self-assessment is achieved by the employee
prior the performance interview session.
(3) Subordinate assessment is when a team
member assesses the leader in order to develop the employee rather than for
administrative reasons.
(4) Peer assessment is accomplished by
colleagues and data is collected into a single profile so the supervisor can
use it during the interview session.
(5) Team assessment is focused on team
accomplishments rather than individual performance.
(6) Customer assessment is performed by both internal and external customers.
References
Asim, M. (2013). Impact of motivation on employee performance
with effect of training: Specific to education sector of Pakistan.
International Journal of Scientific and Research Publications, 3(9), 1-9.
Nassazi, N. (2013). Effects of training on employee
performance: Evidence from Uganda (Unpublished doctoral dissertation).
University of Applied Sciences, Vassa, Finland.
Arinanye, R. T. (2015). Organizational factors affecting
employee performance at the College of Computing and Information Sciences (COCIS),
Makerere University, Kampala, Uganda (Unpublished master dissertation). Uganda
Technology and Management University, Kampala, Uganda
Ahmed, I., Sultana, I., Paul, S. K., & Azeem, A. (2013).
Employee performance evaluation: A fuzzy approach. International Journal of
Productivity and Performance Management, 62(7), 718-734.
Elnaga, A., & Imran, A. (2013). The Effect of Training on
Employee Performance. European Journal of Business and Management, 5(4),
137-147
Improvement of production, easiness in utilizing new technology, or being a highly motivated individual is mainly depends on Employee Performance. Grate article Asela
ReplyDeleteBy reading this article, I obtained better idea of the employee evaluation, often called a performance review, which is a manager's periodic assessment of an employee's performance. It's an opportunity to evaluate an employee's development, congratulate them on their achievements, and work together on goals to increase performance and assist the organization meet its goals.
ReplyDeleteThis is identified as one of the most motivation factors of employees. Excellent article Asela.
As explained, performance evaluation is essential to ensure that employees meet their targets, whether they need any training and to develop skills to move up the hierarchy. HRM should ensure that a transparent and effective performance management system is in place. Good article. All the Best!
ReplyDeleteAs explained in this article, performance review is necessary to ensure that personnel fulfill their goals, determine whether they require more training, and acquire skills necessary for advancement. A clear and effective performance management system should be in place, according to HRM. Excellent article.
ReplyDeleteThe performance of employees is ultimately the performance of the organization. Therefore, the performance Evaluation is utterly important to an organization. Your article very well explains the importance of effective Performance evaluation. All the best.
ReplyDeleteAs discussed, HRM should guarantee that a transparent and effective performance management system is in place and a performance review is required to guarantee that employees achieve their objectives. All the best
ReplyDeleteEmployee Performance is largely responsible for increased productivity, ease of implementing new technologies and being a highly motivated employee.
ReplyDeleteEmployee performance ultimately determines the organization's performance. As a result, a company's performance evaluation is extremely crucial. Your article demonstrates the significance of proper performance review quite effectively. Good article Asela
ReplyDeleteAs mentioned, Regular employee evaluation helps remind workers what their managers expect in the workplace. They provide employers with information to use when making employment decisions, such as promotions, Pay increases etc.. Good blog
ReplyDeleteAs you have clearly described, Employee dissatisfaction and criticism of the organization should be managed systematically through a good performance evaluation system, with rewards and promotions made in accordance with the performance management system. Good job Achala
ReplyDeleteAs you have clearly described, Employee dissatisfaction and criticism of the organization should be managed systematically through a good performance evaluation system, with rewards and promotions made in accordance with the performance management system. Good job Asela
ReplyDeleteIn most successful businesses performance evaluation is a general practice. It acts as a bridge between the output of the employees and goals of the business. It is a vital factor in adhering employees to the expectations of the company. You have discussed precisely the importance of employee evaluation process and evaluation guidelines. Nicely written article. All the best
ReplyDelete