I. What is Performance Evaluation?
Performance evaluation is a method to support management, monitor and track whether employees are performing in accordance with the requirements and goals that the company is aiming for or not. This makes it easier for managers to plan for employees, departments and organizations in the future.
II. Why is it important to evaluate employee performance?
Many companies have lost a lot of money when they do not evaluate the performance of their employees effectively. Evaluation is therefore very important because:
1. Help employees sense their capacity and strive
Owning a specific performance evaluation system will give transparent and clear results about the progress or errors of employees in the process of performing work. This result will be evidence for employees to evaluate whether they have done well in the process of performing the job or not, and are worthy of the salary/bonus/penalty they receive or not. Those are important bases for employees to identify and overcome their weaknesses, giving employees the opportunity to share and learn with senior management.
2. Increase employee's ability to complete work
Having a job performance evaluation sheet will be the basis for employees to be motivated to complete the assigned tasks and work and better understand their working capacity when they can see and measure it themselves. his progress. In addition, the job performance results will be a premise to help management easily identify bottlenecks in business activities, support human resource allocation, and help the general work be done on schedule as well as the source of the estimated cost.
3. Motivation at work
Depending on the specifics of the field and the size of each enterprise, different tools and methods are applied to accurately assess the performance of employees. When the management department does a good job of assessing and accurately grasping the employee's or department's ability to perform the job, it will contribute to helping employees see clearly what is happening and promptly detect problems. mistakes, motivating them to work more effectively.
4. Help companies have a better overview and evaluate employees
In the process of evaluating employees' work, the evaluator can apply different evaluation criteria but still must ensure objectivity when evaluating. Therefore, the establishment of a methodical performance evaluation system is essential in the enterprise.
The employee performance evaluation system is a tool to encourage managers to give necessary or appropriate feedback to the department, subordinates, and to help employees make adjustments timely, right in the direction that is most beneficial to themselves as well as the common goals of the company in which they are operating.
III. Performance appraisal process
Step 1: Identify the basic requirements of the assessment
Before going into the evaluation, you need to determine what the goal you are aiming for when evaluating the work. For example, this assessment is to help review to plan training, develop employee capacity or evaluate to help the company have a basis to consider increasing salary and bonus for employees… Each assessment requirement is different will affect the next steps of the evaluation.
Only when you have a clear and specific assessment requirement can you conduct an accurate and correct assessment. Not knowing the requirements but immediately conducting the evaluation is almost like walking on a dark road without knowing what your purpose or destination is.
Step 2: Determine the scope of the performance evaluation
Once you have determined what the goal of the assessment is, at this step, you will determine the scope and aspect of the assessment that you aim to. Determining the scope of the assessment will help the assessment results to be accurate and objective, and also limit the unnecessary waste of resources.
Step 3: Finalize the document to serve the assessment
In practice, when performing an assessment, the following difficulties often arise
– Unclear performance evaluation criteria
– There are not enough documents to evaluate
Therefore, a complete set of work evaluation documents will help the evaluation to be fairer and more transparent.
Step 4: Clearly define the stages and implementation steps
Usually the evaluation process will include 3 steps as follows:
- Prepare relevant documents, develop clear criteria
- Carry out the assessment according to the set criteria
- Summarize the implementation process and results
Step 5: Select suitable assessment methods
Depending on the characteristics of the company, the evaluation methods may be different. We must choose the method that best suits our business so that we can ensure accurate, fair and transparent results.
Currently, there are quite a few different assessment methods that we can mention such as
– Graphical assessment method
– Checklist method
- Method of recording important events
– Narrative method
- Behavioral assessment method
Step 6: Coaching/training managers on employee evaluation skills
To evaluate the performance of employees' work is not an easy task, so managers need to be sure of the skills and standards of employee evaluation. Management levels, without careful training, during the evaluation process, the emotional assessment still easily occurs.
In order to properly evaluate, specifically, the employee's job performance, managers should note a few details:
- A comprehensive and complete view of the employee's work performance process
– Understand the job goals, the work that the employee is in charge of before conducting the assessment
– Conduct employee evaluation in the spirit of respect, listen to opinions instead of imposing
– Direct the evaluation to the goal of optimizing work, improving employee productivity and capacity, not judging or criticizing employees.
Step 7: Discuss with staff the content & scope of the assessment
It is difficult to evaluate employee work accurately if the employee himself does not understand what you want to evaluate, to what extent. Therefore, you should discuss and clarify with employees about the content and scope of the assessment.
In order to achieve the results according to your goals, you should discuss with the employee in advance about criteria such as:
What is the purpose of this assessment?
– How valuable are the criteria?
– The scope of assessment takes place from time to time
– What group of employees will be evaluated?
Step 8: Carry out the evaluation based on the standards set out in the performance of the work
Once you've established your evaluation criteria, you can then apply these sample standards to measure employee performance. When a suitable evaluation sample standard has not been established, it will be difficult for the evaluation to have specific results, which easily leads to a state of emotional and groundless assessment.
Step 9: Communicate with staff about assessment results
Discussing with employees about the results not only provides them with the results of the assessment, but also to agree, to find the direction and take action to overcome the weaknesses as well as promote the positive points in the work. current job.
Step 10: Create new goals and challenges for employees
If a goal your employees work on year after year, not only will they make any progress or progress in their current job, but in the long run the employee will gradually become bored with the job at hand do.
That makes it difficult for the company to make outstanding progress in the future without employees who are constantly creative, dare to accept challenges and conquer new goals. Therefore, it is extremely necessary to build new goals and results for employees. This helps your company continuously optimize resources to prepare for long-term growth.
Performance evaluation will help managers and employees both understand clearly whether the work is being carried out as required and achieving efficiency or not. So, an ineffective review process can put pressure on your employees. On the contrary, when implementing the right and appropriate evaluation process, it can open up the possibility of freeing management from dealing with daily problems, helping employees to be more proactive and effective at work
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