Most people perceive evaluations as a means of testing and find it a tedious process. An evaluation, however, is a constructive tool for an individual or an organization to calibrate its performance level and determine ways to improve an individual’s set of skill and to better an organization’s quality of service.
A smart employer knows that a business or an organization is fueled by its employees. Employees who perform well are able to give out positive results. Good and positive results come from good management handling, and good management handling is the outcome of carefully made decisions that come from credible information and documentation.
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A Job Performance Evaluation is a periodic process of determining an employee’s capacity, capability, achievements, skills, strengths, and weaknesses. Through an objective Job Performance Evaluation, supervisors or managers can assess an employee’s performance and figure out ways to improve weaknesses and retain strengths.
Job Performance Evaluations and Their Benefits
Points Out Strengths and Weaknesses
Periodic Job Performance Evaluations at work give managers a chance to properly and critically assess a worker’s strengths and weaknesses. Through this process, managers can help employees work on ways to improve on the skills that they are not so good at through proper career developmental training.
By determining an employee’s strong and weak points, managers will also be able to properly profile employees into departments or work responsibilities that coincide with an employee’s points of strength in order for that individual to be more productive.
Promotions and Salary Increase
Most companies conduct Job Performance Evaluations as a basis for an employee’s promotion or salary increase. Most managers document the results of an evaluation to serve as supporting details or references for when the employee is being profiled for bigger responsibilities or an increase in wages.
Gives a Chance to Work on Ways for Improvement
After determining an individual’s strengths and weaknesses, employers or managers can establish a training and development program to address weak points. A Career Development Training is an example of a developmental program that an employer can provide to improve employee performance.
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Conducting a Job Performance Evaluation
Employee Performance Evaluations can also be a channel of communication between an employee and a manager. Evaluations promote feedback, praise, and constructive criticism in the workplace. By performing performance evaluations periodically, managers and employers can recognize and reward good employees and will help employers to stay in tune with the needs and concerns of their staff.
Conducting an effective Job Performance Evaluation takes careful observation and proper documentation. Below is a step-by-step process on how to conduct an effective and constructive Job Performance Evaluation in the workplace.
Set Standards and Goals
Before you can accurately evaluate an employee’s performance level, you must first accomplish a set of standards and goals that the employee has to meet in order to pass. Your standards have to be the type of performance you want an employee to accomplish while your goals should be tailored to what each employee is capable of.
Document an Employee’s Work Performance
Keep track of an employee’s work performance such as his achievements and any disciplinary action that may have been given to the employee for misconduct. Documenting these instances will help you properly evaluate an employee’s character and abilities.
A Job Performance Evaluation would be useless without feedback. Periodically, a manager has to set aside time to organize results of the evaluations he has conducted and discuss the results to his employees one by one. During the discussion, point out his strengths – let your employee know that you appreciate him for the good contributions he has brought to the company; afterward, point out his weaknesses and ask him how he can improve in a particular area. Finally, a manager can then offer suggestions and give out target goals to help the employee improve on his weak spots.
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