Getting assessed the performance of employees is really a headache as well as a tough job to overcome. Annual reviews of employees have become an integral part of any modern day business. The purpose is quite straight forward; to analyze them and gauge their performance vis-à-vis company's aspirations. The scenario is quite common wherein there lies difference in perception regards the performance or profile from employers and employees point of view. Dominance, Influence, Steadiness, and Conscientiousness make up the key factors of assessment model which helps us evaluate behavioral attributes of individuals.
Use of self assessment tool:[/b][/b]
To understand the psyche of workers
Strategic analysis and planning
Useful for company seniors
Collecting information
From the employee point of view, they are liable to receive their assessment details to get a clear idea about their interpretation of performance. The tone while assessment should be positive and confident. The personality test should emphasize on the achievements for the period under review and it should also mention its impact on the company's growth plans. The employee should prove, with supporting documents his role in the company's increased profitability. While ratings, an employee's conduct and behavior also need to be taken into consideration. Highlights should be made here in case he/she has made a positive impact on the company's strategic planning. An employee can show how he or she can help the company with his visionary ideas and long term performance strategies. Records of such employees scream of talent and high potential, leading to faster individual growth. Few of the self assessment tools are as follows:
• 360 Degree Feedback for Performance Review
• Sales Indicator Information
• Customer Service Knowledge, Skills, Behaviors, and Training
• Management Development and Coaching
• Personality Assessment for Increased Motivation
• Team Analysis
Things that are also taken into consideration are as follows:
Fit with organizational culture, job, manager, and team
Knowledge, skills, job performance, and developmental needs
Preferred learning and communication style
Integrity, reliability and work ethic, and attitude towards substance abuse
Response to conflict, stress, and frustration and likelihood of aggression
Degree of assessment:[/b][/b]
After the first year an employee assessment should be conducted at least once per year on the anniversary of hire. However, it can be done more frequently if it is so desired. Often an employee assessment will be mandatory once per year but can be accomplished more often in special cases. These typically involve extraordinary performance levels meriting a raise or promotion or special recognition on the part of the employee. An employee assessment can be done more often, though, in the case of extraordinarily poor performance. If disciplinary action is needed, an employee assessment can be done with the sole purpose of documenting the problems in case the employee needs to be fired. Quarterly evaluations are too frequent. The evaluations require too much work for managers and do not provide employees sufficient time to improve performance between evaluations. Limit non-probationary employee evaluations to once a year, with mid-year informal reviews. The Degree Of Performance should strengthen performance evaluation training for supervisors. Managers and supervisors should be held accountable to specific measures of their ability to perform meaningful evaluations.
Use of self assessment tool:[/b][/b]
To understand the psyche of workers
Strategic analysis and planning
Useful for company seniors
Collecting information
From the employee point of view, they are liable to receive their assessment details to get a clear idea about their interpretation of performance. The tone while assessment should be positive and confident. The personality test should emphasize on the achievements for the period under review and it should also mention its impact on the company's growth plans. The employee should prove, with supporting documents his role in the company's increased profitability. While ratings, an employee's conduct and behavior also need to be taken into consideration. Highlights should be made here in case he/she has made a positive impact on the company's strategic planning. An employee can show how he or she can help the company with his visionary ideas and long term performance strategies. Records of such employees scream of talent and high potential, leading to faster individual growth. Few of the self assessment tools are as follows:
• 360 Degree Feedback for Performance Review
• Sales Indicator Information
• Customer Service Knowledge, Skills, Behaviors, and Training
• Management Development and Coaching
• Personality Assessment for Increased Motivation
• Team Analysis
Things that are also taken into consideration are as follows:
Fit with organizational culture, job, manager, and team
Knowledge, skills, job performance, and developmental needs
Preferred learning and communication style
Integrity, reliability and work ethic, and attitude towards substance abuse
Response to conflict, stress, and frustration and likelihood of aggression
Degree of assessment:[/b][/b]
After the first year an employee assessment should be conducted at least once per year on the anniversary of hire. However, it can be done more frequently if it is so desired. Often an employee assessment will be mandatory once per year but can be accomplished more often in special cases. These typically involve extraordinary performance levels meriting a raise or promotion or special recognition on the part of the employee. An employee assessment can be done more often, though, in the case of extraordinarily poor performance. If disciplinary action is needed, an employee assessment can be done with the sole purpose of documenting the problems in case the employee needs to be fired. Quarterly evaluations are too frequent. The evaluations require too much work for managers and do not provide employees sufficient time to improve performance between evaluations. Limit non-probationary employee evaluations to once a year, with mid-year informal reviews. The Degree Of Performance should strengthen performance evaluation training for supervisors. Managers and supervisors should be held accountable to specific measures of their ability to perform meaningful evaluations.