HRM performance evaluation
“Performance Evaluation”… Is it a familiar expression to you? What does it mean?
How to evaluate the performance of human resource management? What are the tools and standards of HRM performance evaluation? Why is performance evaluation important for superiors and subordinates?
Performance evaluation is important for all organizations whether small, medium-sized, or large companies, and in all fields; service, security, industry… etc. Performance Evaluation is considered high-value feedback that directly affects the productivity and continuity of an organization.
Let’s start with defining the concept of Performance Evaluation …
What is Performance Evaluation…?
Performance evaluation is the process of regularly reviewing how effectively employees are fulfilling their job responsibilities and contributing to the accomplishment of organizational goals. In addition to measuring their commitment and abilities to develop their skills and add value to their jobs.
Human resource management, in order to evaluate the performance, sets an integrated system that includes a group of rules, plans, and procedures through which evaluators can carry out the evaluation process on the employees and workers over all the organizational levels of the company, even the senior management.
What actually happens in the process of performance evaluation?
HRM performance evaluation process includes a series of processes that must be carried out within a determined time frame, like closely monitoring and following up on staff members’ performance and taking notes about their behavior and how influential they are. In addition, providing the management with clear, honest, and impartial reports, taking into consideration mentioning the positive sides as well as the negative ones of every detail of their performance.
Human resource management makes performance evaluations in order to detect faults and weaknesses and reveal the reasons for regression in an organization, then allow finding solutions for problems that might hinder productivity and continuity. On the other hand, performance evaluation allows staff members to know how the management evaluates them, so they get motivated to do their best and put more effort to keep or improve the management’s positive viewpoint or work on changing the negative viewpoint…
It is worth mentioning that successful management is what makes the performance evaluation free of tension and worries among the staff, for it is not nitpicking but an improving process.
What are techniques and standards of HRM performance evaluation?
We can mention the standards, stages, and techniques of the performance evaluation of human resource management by
1. Human resource management sets the evaluation system to be applied considering its plans and rules, then informs the staff about the evaluation process in order to avoid objections, disagreements, or resistance
2. Evaluators collect adequate and objective information about the employees by following up on their performance for a period of time determined by the management
3. Comparing the evaluator’s reports that represent the actual performance and the rules and standards of the evaluation system allows discovering the weaknesses and strengths.
4. Evaluators prepare the final reports that contain the evaluation results and submit the reports to the HR management. HRM considers these reports as feedback on its plans, policies, and strategies
5. employees who got evaluated are informed by the evaluation results, and they have sessions with the evaluators in order to discuss the development and improvement plan
Why is performance evaluation important for superior and subordinate?
We can explain the importance of performance evaluation on the basis of the “development and improvement plan” which is divided into two parts:
- The first part is what is implemented by the employees who got evaluated under the supervision of the evaluators, and it is called the “self-evaluation” program
- The second part of the plan is carried out by the human resource management in which necessary training and development plans are set to be applied in order to improve the performance … This plan is effective for it eventually leads to improvement and promotes the company’s reality by increasing its productivity and supporting its goals achievement’s progress relying on a staff that is responsive to the evaluation plan
Hence, we can conclude the major points about the importance of performance evaluation for superiors and subordinates, which are:
- Increase labor productivity, which will reflect positively on the organization and its staff.
- Increase the managerial clarity and organizational effectiveness of an organization, which results in clients satisfaction and leads to success and continuity
- Attain moral and material gains to create a satisfying environment that guarantees a good career prospect for the human resources
Recources
X. Zhao, “A Study of Performance Evaluation of HRM: Based on Data Mining,” 2008 International Seminar on Future Information Technology and Management Engineering, 2008, pp. 45-48, doi: 10.1109/FITME.2008.133.
