Implementing a Performance Evaluation System
Job performance is one of the most important factor in both organizational psychology and human resource management, for the last decade there have been growing interest in the development of knowledge about performance measurements in organizations, researchers have covered a wide range of areas surrounding the subject, like identification of problems and different approaches to measure performance. In organizational environment we can perceive the performance evaluation process, as the practice of a mutual exchange between an employee and his manager. That allows the employee to get an individual feedback about his job performance and productivity based on previous established objectives well and a clear understanding of what areas does he needs to improve. As well It allows the manager the chance to explain his expectations and give the employee valuable feedback. Performance review process are been used for give job promotion, feedback for the employee regarding how the supervisor viewed his performance, evaluations of relative individuals contribution in achieving organization goals, reward decisions, including merit increases, promotions, and other rewards. (Farris, 2011).
Organizations main responsibility is to create the necessary environment that will allow employees to feel motivated and satisfied about their jobs, this will positively influence employee performance. Thus, I considered that an implementation or review of the current performance review process should take place in my organization. Since currently there is no evaluation of performance implemented and there have been certain issues that have generated some discomfort among employees, issues like different hourly pay rates employees on the same organizational level and new employees with higher pay rates than others with more time in the organization, the need for implementation of a performance review process, suit for the needs and goals of the organization. Usages for performance appraisal have included equal employment opportunity considerations, promotions and salary increases. A performance review is an analysis of an employee's performance and responsibilities. The review is based on outcomes obtained, not on the employee's personality. The review measures skills and accomplishments with uniformity and provides a way to help identify areas for performance enhancement and it should not be considered the supervisor's only communication tool. Open lines of communication throughout different times help to make effective working relationships. As well periodic reviews help managers to gain an understanding of each employee skills. The goal of the review process is to recognize achievement, to evaluate job progress, and then if possible to design training for the further development of skills and strengths. A careful review will motivate employee interest and improve job performance (Neely, Gregory & Platts, 2005). Though it is a small organization, creating structure to the workplace is a necessary task. Receiving feedback about their abilities, capabilities and accomplishments motivates employees. Likewise, many employees appreciate feedback that helps improve their weaknesses and by implementing a performance review process it will increase organizational performance. Employee performance review methods may vary depending on the organization size and goals. The performance measure may vary for employees on different departments based on their job responsibilities. But the basic standards for performance evaluation are, an employee's output at work, his contribution to organizational growth and his overall behavior. (Springer, 2011). Some performance review methods are: Management by Objectives (MBO): is a system where the management and the employees discuss the organizational objectives, define the objectives and create a plan to achieve them. The...
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