Staff Efficiency Assessment
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ScribdTranslationsStaff Efficiency Assessment
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ScribdTranslationsEvaluation of staff efficiency
Performance evaluation, more specifically defined by Scott, is: 'A
supervision procedure aimed at improving employee performance
in the work to achieve more effective, efficient, and economical operations.
According to James Stoner, performance evaluation is: 'The continuous process of
provide subordinates with information on the effectiveness with which they are
performing their work for the organization." We can then state that the
performance evaluation can be defined, regardless of the name
that is designated (merit evaluation, employee evaluation, report
progress, evaluation of functional efficiency, measurement of execution,
merit assessment, etc.,) as the procedure through which it is evaluated
the employee's performance taking into account knowledge and performance
in the [Link] evaluation is a process to measure job performance of the
worker, with the aim of reaching objective decision-making regarding resources
humans. Modern organizations use worker evaluation to
determine salary increases, training and development needs, as well as
to provide documentation to support personnel rotation actions. In
As a consequence, a well-managed evaluation serves as a supervision tool and
staff development. Employee evaluation becomes a process for
to stimulate the judgment of the value, excellence, and qualities of performance of a
worker, is a management tool, essential in the activity
administrative, helps to determine appropriate human resources policies for the
needs of the organization. Although one of the most important tasks of the manager
is to help others achieve better performance, it is not difficult to evaluate the
staff performance and preparing others to improve. It is not easy
measuring a worker's performance accurately. It is often difficult.
to convey the result to the worker in a constructive manner and without causing them distress
translate past performance information into future improvements
IMPORTANCE OF THE EVALUATION OF
PERSONAL
The evaluation of the staff can determine who deserves to receive increases in
salaries based on merit and other salary adjustments.
It allows to determine the training, education, and development needs of
personal.
Through the appropriate evaluation of personnel, workers can be assessed in order to
that they continue working at the company.
It is important because it allows for the improvement of human relations between
superiors and subordinates.
The evaluation of personnel is a tool to improve results.
human resources of the company.
It facilitates basic information for human resources research.
Promotes the incentive for greater productivity. Achieves an estimate of the potential of
development of the workers.
PERSONAL VALUATION
It is accepting yourself just as you are, it is seeing yourself in the mirror and accepting your physical flaws.
Loving you. Valuing yourself means you have to be yourself with your
flaws and virtues, you must love yourself just as you are, you must learn to respect yourself
and make them respect you. An example, if someone tells you that you are fat or thin, do not
You should not let that affect you, because you know that your physical appearance does not matter.
if you are fat, thin, tall, short, etc. we know that what truly matters is
what we carry inside, what we are, how we are...
Purpose of performance evaluation
The performance evaluation has the primary purpose of determining the value of the work.
deployed by the employee in the organization, it also serves to measure the level
the company's competitiveness since the sum of all positions with good performance reflects
efficiency and achievement of the objectives of the units and of the company as a whole.
Another important purpose says Santiago Mora: "is that the evaluation of merits seeks both
to express corporate recognition to the best collaborators, as to encourage
besides emulating them, generating a spiral that aims to elevate the performance in their
set.
The performance evaluation in the organization has several additional purposes; being
the most important ones are the following:
Measure human potential in the development of their tasks.
Establish criteria and standards to measure worker productivity.
Implement salary and compensation policies based on performance.
Detect needs and schedule training and development activities.
Evaluate the productivity and competitiveness of the units and the organization.
Establish appropriate policies for promotion, advancement, and rotations.
Improve human relations at work and enhance the organizational climate.
Validate the selection and assignment processes of personnel.
Improve boss-subordinate relationships based on mutual trust.
Update the job descriptions
Objectives of performance evaluation
The main objective of performance evaluation is to measure performance and the
worker behavior in their job and in general in the
organization and on that basis establish the level of its contribution to the objectives of the
company.
It indirectly helps to establish the evaluation system with the respective regulations.
for its application. The performance evaluation has the following objectives
specific:
Verify the compliance of the objectives and individual standards regarding
productivity, quantity and quality of work.
Periodically assess the importance of each worker's individual contribution and
the units or work groups.
Measure and accurately determine the performance of workers and based on that
to assign bonuses and incentives.
Reinforce the use of assessment methods as part of the culture
organizational.
Improve the relationship between superior and subordinate by assessing individual performance.
Provide feedback information to improve work behavior
of the workers.
Provide data to promote collaborators to positions or
higher level positions.
Rotate staff according to their knowledge, skills and
skills demonstrated in their performance.
Identify training needs of employees.
The performance evaluation is the process by which performance is assessed.
global employee. Most employees seek feedback
about the way in which he/she fulfills his/her activities and the people in charge of him/her
the direction of other employees must evaluate individual performance to decide the
actions that must be taken.
For a supervisor, it is of utmost importance to evaluate their employees, as it can
determine failures and take corrective measures and establish smoother communication and
direct with her subordinates.
Likewise, for the subordinates who are evaluated, this is of great importance.
help since they know the aspects of behavior and performance that the company values
more about them, know what the expectations of their superior are regarding strengths and
weaknesses in the performance of his work, knows what measures the supervisor is taking
to improve performance and most importantly, it helps to acquire a system of
self-evaluation and self-criticism to improve one's development in the work being carried out.
Fora company, the benefits are that it is in a position to evaluate the potential
human resources available and define what each employee is contributing; similarly, it can
identify those people who need to improve their performance and those who
they can be promoted or transferred based on their performance. And most importantly, they
human relationships improve inthe workby stimulating productivity and the
opportunities for subordinates.
The performance of an organization greatly depends on the performance of its staff. For
that the contribution of each individual to the organization can be determined, it is necessary
take into account a formal evaluation program with clearly stated objectives
and a well-organized system to achieve them.
Advantages of performance evaluation
Improve performance through feedback.
Compensation policies: can help determine who deserves to receive
increases.
Location decisions: promotions, transfers, and separations are based on
the previous performance or the expected one.
Training and development needs: inadequate performance may indicate
the need to retrain, or an untapped potential.
Career planning and development: guides decisions about
specific professional opportunities.
Information inaccuracy: insufficient performance may indicate errors in
the information about job analysis, human resource plans or
any other aspect of the personnel department's information system.
Errors in job design: insufficient performance may indicate errors in
the concept of the position.
External challenges: at times, performance is influenced by external factors.
such as family, health, finances, etc., that can be identified in the
evaluations.
