Performance Evaluation and Techniques
Performance evaluation is defined as a formal and productive procedure to measure an employee work and results based on their job responsibilities. Performance evaluation also plays a direct role in providing periodic feedback to employees such that they are more aware in terms of their performance metrics.
The purposes of the annual performance evaluation process are to promote communication and provide useful feedback about job performance, to facilitate better working relationships, to provide an historical record of performance and to contribute to professional development.
Components of performance evaluations
. Record performance
. Define expectations
. Measure and evaluate
. Provide feedback
“You should ask for a performance evaluation. Ask your boss, where do I stand? I need to know what I can do better and what I’m doing well”.
An employee performance evaluation process is not only beneficial to the organization, but also for the employees. This process includes the following:
Peer Review: Peer Review is one of the strategies that many organizations and employee evaluation software used to enhance the traditional evaluation process. The process of peer review consists of taking anonymous feedbacks from colleagues, teammates, and peers on specific aspects of an employee’s performance. It provides a unique opportunity to study the employee skills and capabilities and help identify individual networking, leadership, occupational, and collaboration skills within an organization.
Self-Evaluation: Self-evaluation is a vital activity to help make your appraisal process more efficient. This method offers a chance for employees to play an active role in their evaluation process. This provide a direct link between their jobs and the evaluation process and fosters better communication between staff and management. When the self-evaluation is developed as an integral part of the review process, it encourages employees to regularly evaluate themselves.
Quantitative evaluation: Quantitative evaluation is based on upon statistics and uses various standards to track productivity. The process begins with the formulation of company standards against which employee’s data can be measured. Some of the quantitative standards against which the employee’s performance can be compared are cost standards, ROI, productivity, and market share standards.
Qualitative evaluation: Qualitative evaluation goes hand in hand with quantitative evaluation. A qualitative evaluation focuses on the performance areas that can be visually observed. This evaluation is prepared by observing the employee during the workday and gathering descriptive, long form information comments on their work behaviour.
360-degree feedback:360-degree feedback appraisal method provides a chance for all employees to submit their views and contribute towards the business goal. Under this system an employee is rated by his/her subordinates, superiors, peers, and even clients and customers. As an employee is evaluated from all the sides it is called 360-degree feedback.
Competency on a scale: This is one of the most commonly used employee performance evaluation technique. Under this method the individual’s performance in various areas of job duties is graded on a scale. This method can be accomplished with letters or numbers and it usually consists of range, moving from unsatisfactory to outstanding. This method allows employers to simultaneously evaluate several employees.
Continuous feedback: Continuous feedback is a method of ongoing feedback. It is designed to take the place of the annual performance review. It is the day to day engagement between managers and subordinates.
Profitability evaluation: Evaluating the profitability of employees is often a big challenge with months of number crunching systems like assess team offer this in a simpler package. The profitability rating is determined by calculating the total time spent multiplied by the employee’s hourly payment rate versus the allocated budget for the project.
Employee performance evaluation is a key factor in inspiring your employees improving the quality of work and keeping them motivated. It is not only the best channel to understand how your employees are performing but also a compelling measure to get feedback about how your business is operating.
Examples of effective performance Evaluation Phrases
The phrases you use in a performance evaluation makes a difference in the overall effectiveness of the review.
1.Creativity and Innovation
.” Applies creative thinking to implement a vision for the company”
.” Continuously suggests new ideas in meetings and on projects”
2.Adaptability:
.” Willingly adjust their schedule to be available when needed”
.” Quickly adapts to changes in the performance of required duties”
3.Producutivity and quality of work:
.” Positively contributes to overall performance of the company through consistent and high-quality work”
4.Attendance and punctuality:
.” Exceeds expectations in arriving on time for work, including meetings and conferences.
5.Achievement:
.” Sets well thought out goals and continuously strives to achieve them”.
6.cooperation:
“Displays a cooperative spirit by performing xx task to contribute to xx project”.
7.Coaching and training:
“Accepts coaching in various job duties and applies training to improve xxx ability”.
“EVALUATION OF PAST IS THE FIRST STEP TOWARD VISION FOR THE FUTURE”
Fathima Shamsudheen
HR Manager
AirCrew Aviation Pvt Ltd
Fathima.aircrews@gmail.com
www.linkedin.com/in/fathima-shamsudheen-5275171b8
www.portrait-business-woman.com/2020/10/Fathima-shamsudheen-hr-manager-aircrews.html
Start-Ups List :
@ Asiatic International Business Academy
[A Business School of AirCrews Aviation Pvt Ltd]
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https://aerosoftin.blogspot.com/2020/10/performance-evaluation-and-techniques.html
by @Fathima Shamsudheen HR Manager AirCrew Aviation Pvt Ltd
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