Performance Evaluation

 

Organizations are in continuous improvement of their human resources (HR) processes to achieve business excellence, one of the most critical being employee performance evaluation, which includes assessing current performance, identifying high and low performers, and providing feedback to employees (FOGOROS, et al., 2020).

In the field of performance management, Performance appraisal is a broadly discussed concept. The importance of the performance appraisal systems depends on the nature of the relevant business environment, which is set up according to the organizational (Idowu, 2017).

Performance appraisal aims to recognize the current status of skills of the employees. A standard appraisal system is consist with a collection of data in which information is gathered from and then transferred into a real number which is called performance rate. The employees’ contribution towards the organization depends on the evaluation of the relevant employee’s rating (Shaout & Yousif, 2014).

In order to measure the employees’ contribution towards the organization, it is most important to have accurate as well as unbiased appraisal assessment (Shaout & Yousif, 2014). In order to decide on the employee’s performance level, Employers, HR department or the Managers use categories such as knowledge in particular area, skills to achieve a goal and the attitude (Shaout & Yousif, 2014). An efficient performance management process is recognized as critical since the institutional development of the organization can be promoted and the personal development of employees as well (FOGOROS, et al., 2020).

 

 

Types of employee evaluation (FOGOROS, et al., 2020).

(FOGOROS, et al., 2020)

In the organizational setting, Performance Appraisal plays a major role in enhancing Employee Motivation. It is helpful to initiate human behavior, manage the behavior as well as sustain it. “From this context, Emmerik, Schreurs, Cuyper, and Peters, (2012) argue that the performance appraisals can be used to motivate employees through rewards such as promotions and salary increases. Based on Herzberg‘s theory, such rewards are in the form of extrinsic rewards which can be used to boost performance (Bassett-Jones & Lloyd, 2005)” (Idowu, 2017).

 

Performance evaluation and employee’s career path

It is clear that there is a connection between the feedback of the management and the employee’s career path, (FOGOROS, et al., 2020). Therefore, in order to gain performance in an organization, some objectives must be achieved in order to get employee engagement beyond the organization’s expectations financial and Non financial benefits, promotions and continuous training are important for the performance of both parties (Salas, et al., 2017). 

References

Anjum, N. & M, R. M., 2021. Performance Appraisal and Promotion Practices of Public Commercial Banks in Bangladesh-A Case Study on ACR Method. SEISENSE Journal of Management, 4(3), pp. 1-16.

Dijk, D. V. & Schodl, M. M., 2015. Performance Appraisal and Evaluation. Elsevier Ltd.

FOGOROS, T. E., MAFTEI, M., BIȚAN, G. E. & KURTH, B. L., 2020. Study on methods for evaluating employees performance in the context of digitization. sciendo, pp. 878-892.

Idowu, A. O., 2017. Effectiveness of Performance Appraisal System and its Effect on Employee Motivation. Nile Journal of Business and Economics, Issue 5, pp. 15-39.

Salas, E., Reyes, D. L. & Woods, A. L., 2017. The assessment of team performance: Observations and needs. Cham: Springer International Publishing.

Shaout, A. & Yousif, M. K., 2014. Performance Evaluation – Methods and Techniques Survey. International Journal of Computer and Information Technology, 3(5), p. 2279 – 0764.