PERFORMANCE EVALUATION OF GLOBAL STAFF

Performance Evaluation of Global Staff

Performance Evaluation of Global Staff

Introduction

A performance evaluation is the process by which we estimate the overall performance of the employee. The majority of employees seeking to get feedback on how it is performing its activities and those who are responsible for the direction of other employees should assess the individual performance to decide what actions to take.

Informal assessments based on daily work, are necessary but insufficient, with a formal and systematic feedback, the department staff can identify employees that meet or exceed expectations and those who do not. It also helps evaluate the procedures for recruitment, selection and guidance, including decisions on internal promotions, compensation and other more in the area of personnel department depend on systematic and well documented information available about the employee.

In addition to improving performance, many companies use this information to determine the compensation awarded. A good appraisal system can also identify problems in the system of human resource information. People who perform inadequately can reveal wrong selection process, orientation and training, or may indicate that the design of the post or external challenges have not been considered in all its facets.

An organization cannot take any performance appraisal system; it must be valid and reliable, effective and accepted. The approach should identify the elements related to employee performance measure and provide feedback to employees and the personnel department.

Discussion

Human performance assessment can be made using techniques that can vary greatly, not only from one company to another, but within a single company, whether different staff levels or different areas of activity. Usually, the evaluation system of human performance, serves certain goals set based on a human resources policy, and how are you vary according to the company, it is not surprising that each company develops its own system for measuring behavior of their employees.

Chart Scale method

It is the most used and disclosed methods. Apparently it is the simplest method, but its implementation requires a lot of care in order to avoid subjectivity and prejudgment of the evaluator, which could cause significant interference. Not all scholars in the field agree with this method, since in the same should apply certain criteria, mathematical and statistical procedures in the development and maintenance, and mainly in the processing of results. These criteria and procedures before they become appointed are required to correct the distortions of personal order of the evaluators.

Forced-choice ...