One of the processes of human resource management widely studied by various researchers and debated in organizations is Performance Evaluation, and it is that an adequate practice of this process can be decisive in human resource management, and therefore in all the organization, being human resources the most important asset of any organization.
In this sense, given its relevance, let's see its definition, its objectives, one of the most widely used Performance Evaluation systems in recent decades, known as the 360 ° system, its main advantages and disadvantages, as well as new trends in Evaluation. of Performance.
Definition of Performance Evaluation
- Inform workers about how they are doing their work and what is expected of them. Recognize the merits and positive results obtained. Correct deviations and possible errors in both behavior and results, with respect to previously established objectives. Allow the evaluated Know and contrast your projection into the future, allowing you to clearly see your career path. Detect and highlight the strengths and weaknesses of the workers. Match the person with the job more effectively. Know the claims and demands of the workers..Discover the deficiencies and training needs that workers may present to carry out their work correctly. Improve the interpersonal relationships between the manager and his / her staff.Serve as a reference for salary increases, among others.
360 ° Performance Assessment:
- Its central objective is group feedback from all clients who have direct and frequent contact with the worker.
- Evaluators can have a variable number: 3,… 10,… 25. Most organizations consider 5 to 10 evaluations per worker.
- It is appropriate for companies that work with Empowerment, teams and Total Quality Management (TQM) or other participatory models aimed at decentralization.
- The 360º Performance Evaluation is expected to obtain broad feedback and participation from the “actors” of the Performance Evaluation and obtain more precise information on the performance of the evaluated person.
Main advantages:
- Broader system since responses are collected from various perspectives. The quality of the information is better (the quality of the evaluators is better than the quantity). It complements the initiatives of the participatory system by emphasizing internal and external clients and teams.Can reduce bias and prejudice.Feedback from peers and other evaluators may encourage worker development.
Main disadvantages:
- The system is more complex, administratively, by combining all the responses. Feedback can be intimidating and cause resentment if the worker feels that the evaluators “colluded.” There may be divergent opinions between them.. Workers may collude or “cheat” the system by giving invalid evaluations.
New trends in Performance Evaluation
1. Indicators tend to be systemic.
2. The indicators tend to be chosen and selected as different evaluation criteria.
3. The indicators tend to be chosen together.
- Linked to the customer. Internal Innovation indicators.
In addition, there is a tendency to use objective benchmarks, such as:
- Global performance indicators (the entire organization).Group performance indicators (of the team).Individual performance indicators (of the person).
4. Performance Evaluation is considered as an integrating element of human resources practices.
5. Guide Performance Evaluation through simple and unstructured processes. This depending on the type of organization and its human resources.
6. Use Performance Evaluation as feedback from people, identifying:
- Personal competence Technological competence Methodological competence Social competence
7. Now the Performance Evaluation requires the measurement and comparison of some individual, group and organizational variables.
8. Performance Evaluation places more emphasis on the results, goals and objectives achieved, than on the behavior itself, which allows:
- Debureaucratization. Upward evaluation. Self-evaluation.
9. In many cases Performance Evaluation is closely related to the notion of expectation.
In conclusion, we can indicate that organizations in this second half of the 21st century, in an uncertain economic and geopolitical context, where the only constant is change, must be prepared to successfully face the challenges that arise, but for this they need Undoubtedly, the support and commitment of its human resources and it is there that appropriate practices in human resources management processes become relevant, one of these being Performance Evaluation.
