PERFORMANCE ASSESSMENT

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Performance appraisal is a The key tool for motivating employees is the evaluation or assessment of staff performance, in line with the defined categories and profiles.

This process is aimed at analysing, on an individual and personalised basis, the performance of each employee in the company over a given period of time (for example, one year), in order to subsequently apply the appropriate promotion and remuneration/incentive policies.

In short, to assess the work carried out in accordance with the expectations of their profile and category.

THE KEYS TO IMPLEMENTING SUCH A PROCESS ARE, BASICALLY

• Initially, the planning of objectives, activities and training for all employees, according to their profile and category, and based on the framework of expectations defined for each position or category.
• Finally, the analysis and assessment, by the superior or supervisor, of the achievement or non-achievement of the objectives at the end of the period under analysis.

Performance appraisal is a a process of measuring the performance of workers in the workplace, using different methods and tools. This assessment can be used to make decisions about retention, promotion or dismissal of an employee, to identify training and development needs, as well as to set future goals and objectives.

In a new enterprise, performance appraisal is essential to ensure that workers are fulfilling their responsibilities effectively and efficiently, and to identify areas for improvement and opportunities for growth. In addition, performance appraisal can help create a more transparent and fair work environment by providing constructive and objective feedback to workers.

There are different methods of performance appraisal, ranging from 360-degree appraisals, objective-based appraisals, behavioural appraisals, among others. It is important to choose the right method for the company and the objectives of the evaluation.

In summary, performance appraisal is a key tool in the human resource management of a new company, because it allows you to measure employee performance, identify areas for improvement and opportunities for growth, and set future goals and objectives.

Performance evaluation in a new company

Performance appraisal in a new company is essential to understand the performance and strengths of employees, identify opportunities for improvement and define development plans.

The following are some relevant aspects of performance appraisal in a new company:

1. Define clear objectives: It is important for employees to know what the company's objectives are and how their work contributes to them. In this way, they will be able to focus their efforts and performance evaluation will be more effective.
2. Establish performance indicators: Performance indicators should be defined to measure progress and achievement of the objectives set. These indicators should be specific, measurable, achievable, relevant and time-bound.
3. Establish frequency of evaluation: The frequency of performance appraisals should be defined. This is most commonly done on an annual basis, but can also be done on a quarterly or biannual basis.
4. Define the evaluation criteria: The criteria to be used to evaluate the performance of employees should be defined. These criteria should be aligned with established objectives and performance indicators.
5. Constant feedback: It is important to provide constant feedback to employees on their performance. This will allow them to know their strengths and weaknesses and take steps to improve.
6. Development plans: Once employees' performance has been assessed, development plans should be defined to enable them to improve their performance and grow in the company.
7. Recognition and rewards: It is important to recognise employees' good performance and reward them for their achievements. This can be in the form of promotions, bonuses, salary increases or any other form that the company deems appropriate.

In short, performance appraisal in a new company is essential for measuring employee performance, identifying opportunities for improvement and defining development plans. In addition, provides the opportunity to recognise and reward good employee performance.

Practical examples of performance assessment

Here are some practical examples of performance appraisal:

1. Objective-based evaluation: This evaluation focuses on specific objectives that are set in advance with the employee. The employee and employer work together to set realistic and achievable goals, and then the employee's performance is evaluated based on whether he or she has met these goals.
2. 360 degree evaluation: In this type of appraisal, information is gathered from a variety of sources, including supervisors, co-workers, subordinates and the employee him/herself. It is used to obtain a complete picture of an employee's strengths and weaknesses and provide constructive feedback.
3. Behavioural assessment: This approach focuses on the behaviours an employee exhibits on the job. The supervisor evaluates the employee based on how he or she behaves in specific situations, such as decision-making, communication, problem-solving and so on.
4. Evaluation of results: This evaluation focuses on the final results that an employee has achieved. It is evaluated against the objectives that were previously set and their success in achieving those objectives is measured.
5. Competence assessment: It is evaluated on the basis of specific competencies that are considered important for the success of the job. For example, instead of evaluating the end result, the supervisor may evaluate how the employee performs in areas such as leadership, decision-making, problem-solving and communication.

These are just a few examples of common approaches used in performance appraisal. It is important for entrepreneurs to find the method that best suits their company and culture to ensure that the appraisal is effective and beneficial to employee development and company growth.

Performance assessment methods

There are several methods of performance appraisal, among which the following can be mentioned:

1. Graphic scale: It consists of evaluating the employee's performance on a numerical or quality scale, according to previously established criteria.
2. 360 degree evaluation: This method involves assessing the employee's performance from different perspectives, including his or her supervisor, co-workers, subordinates and the employee himself or herself.
3. Evaluation by objectives: Measurable and concrete objectives are set for the employee, and his or her performance is evaluated on the basis of whether or not he or she achieves these objectives.
4. Assessment interview: It consists of an interview between the supervisor and the employee, where the employee's performance, strengths and weaknesses are discussed, and goals for improvement are set.
5. Competence-based assessment: The employee is assessed on the basis of the competencies or skills needed to perform his or her job effectively.

Each method of performance appraisal has its advantages and disadvantages, and may be more suitable for certain situations or companies than for others. It is important that the method used is adapted to the needs and objectives of the company and the employee.