What Is Performance Appraisal?
Performance appraisal is a tool available for HR professionals to evaluate individually or a team of professionals in the company to measure results, productivity, expectations and other important factors for the success of the organization.
According to Adalberto Chiavennit (1999), professor and consultant in the area of people management. defines the process as “a systematic appraisal of the performance of each person in terms of the activities they perform, the goals and results to be achieved and their development potential”.
Breaking down this definition and its terms, we understand that performing a performance appraisal is measuring the performance. of an employee or group of employees over a period of time .
This analysis must be based on the agreements that have been established with the professionals regarding their performance appraisal template at the beginning of the period considered for the evaluation.
The alignment of expectations is done considering the responsibilities of the function, the goals of the sector, the cultural characteristics of the company and each one’s own potential. In addition, performance evaluation must be future-oriented, that is, it must support actions to develop human potential within the organization.Thus, it becomes an excellent way to increase productivity, improve the quality of work and improve the quality of life in organizations.
What Is The Purpose Of Performance Appraisal?
In this analysis, HR evaluates the goals, results and execution of tasks according to. what is expected by the organization, which is an essential tool to assess whether the company is on the right track to achieve its short and long-term goals.
In summary, we can summarize the objectives of performance appraisal in the following items: Identify points for improvement so that the employee or team in question can achieve an even more efficient performance;
Observe the strengths of each employee or team.
Generate training opportunities and changes within the organization to improve performance and results; Document the performance history of each professional, for feedback, promotions and job and salary plan analysis Increase the engagement of professionals; Prevent high employee turnover.
The first step would be in everyday life, through the daily analysis of the employee’s behavior and deliveries. On a day-to-day basis, both HR and the manager must be aware of the employee’s relationship with the team, the quality of their deliveries and commitment to the company.
It is not necessary to schedule a meeting or a periodic date to give quick feedback, in this first step. The manager himself can and should tell the employee. how his progress is going, clarify his doubts and, if necessary, advise on points for improvement.
The second step would be in relation to the identification of bottlenecks. By observing problems and points for improvement, it is possible to assess more quickly what can be done to increase employee performance and company results.
In this problem solving, the ideal is to seek dialogue and motivation to be able to correct what can be improved, but without causing demotivation in the team or professional. The third part would be, in fact, the performance evaluation, which normally happens periodically.
In this interview, it is possible to talk frankly with the employee, listen to the employee’s. feedback and bring what was observed on a daily basis, always highlighting the positive points and what can be further improved.
It is very important that HR and leaders are aware of how harmful adopting an authoritarian posture can be. This conversation should be one-to-one, objective, but never rude. In this way, it is possible to promote improvements. for the company without causing employee demotivation.
What are the benefits of performance appraisal?
When we understand what management and performance evaluation are, some benefits of this process come to mind, such as improved results and satisfaction. Although, by themselves, these advantages are already quite expressive. the application of performance evaluation can also bring other consequences.
Understand 5 benefits of performance appraisal:
1. Provide knowledge:
One of the main benefits of performance appraisal is the knowledge it provides to the employees themselves. People need feedback on their activities, to know what to keep and what to change. This systematized measurement provides these data in an objective way and contributes to self-knowledge and work improvement. In a similar way, the organization also knows more about its employees, potentials and limits.
2. Justify decisions:
The performance data provided by periodic reviews are powerful inputs to people decisions, such as promotions and relocations. These decisions are delicate and require more information than that collected by the performance appraisal.
3. Promote transparency:
The fact that the performance evaluation stimulates access to the perceptions of the other is another great advantage of this procedure. Feedback is essential in the evaluation process, so it is already a stimulus for this return to happen, even if the leader or employee does not have this initiative.
4. Guide development:
Performance data are inputs to development programs, whether at the team level, such as training , or at the individual level , such as coaching and PDI . By collecting information about someone’s performance, it becomes easier to identify their development points and invest efforts in the right direction.
Both the company better directs its resources and the employee, who starts to invest energy for change in really necessary points. The evaluation also helps in the analysis of the effectiveness of these development programs, since, over time, it is possible to analyze progress.
5. Enable strategic action
All these benefits go in the same direction: a more strategic HR performance. This new behavior expected from the people management sector is precisely to be more objective. to be based on facts and data and to have more knowledge about the organization to direct efforts and make assertive decisions.
What are the types of performance appraisal?
In addition to all the advantages we mentioned of the performance management process. focusing especially on evaluation. some specific methods of running this process will bring more particular benefits. possibilities of your company and sector to choose which types to employ.
In this type of performance evaluation, as the name implies, the employee makes his own analysis. Therefore, the company will provide a questionnaire.with questions defined by the company and according to its objective for the evaluation.
However, the manager will meet with this professional after the self -analysis to discuss their answers. After all, it may be that the employee thinks his performance is good, but actually needs some changes.
From this discussion, it will be possible to elaborate an individual development plan (PDI’s). with the aim of helping this professional to work better on their weaknesses. It is necessary to understand that the collaborator needs to know how to see himself correctly.
For example, if he thinks he is below what he develops in an activity, during the analyzed period. it may be that he is charging himself too much. Therefore, it is necessary for this conversation to be clear so that the manager.
After that, it is possible to analyze the performance of the professionals of each team. It is important to emphasize that the manager has a very important role in this evaluation.
since he is the one who has direct contact with each employee . Many companies like this method, as it is a way to bring the leader closer to their team. In addition, it makes the manager more responsible for his team and for the way he is managing it. Therefore, the leader, together with HR, is responsible for supporting and managing their team. In addition to guiding, training, advising and providing. But, on the other hand, the professional must show his results and also have the resources he needs.