The importance of performance evaluation in organizations

Posted by Driely Barbosa
at Tuesday September 23rd, 2014.

Currently we realize the importance of performance evaluation has to employees and how much it is also valuable for companies. In both cases this feature has vital significance because for the employee brings the opportunity to receive feedback on their performance, enabling the improvement of this, and for businesses creates the possibility of developing the potential of each employee, and thus, generating better organizational results.

First we need to understand what performance evaluation. According Chiavenato, “Performance Assessment is a systematic assessment of the performance of each person, depending on the activities it performs, the goals and results to be achieved and its development potential.” That is, an assessment carried out by every professional delivery of quality within an organization.

The performance evaluation is a very important tool in organizational universe, because through it, the employee has the opportunity to see the way his superior is seeing their work, as it is being examined by his superior. Consequently, for the company is also important as it enables you to adjust certain failures and promoting the use of this human capital valued, given that the top can have on hand a talent that just needs an opportunity.



There are several goals to work with performance evaluation in companies, among them:
– Adjust the employee profile to the workplace that he most identifies.
– Continuous Improvement employee.
– Indicates whether the employee has the qualifications required for the position.
– Indicates the employee with potential for promotions.
– Provides generation of wage increases.
– Diagnostica needs training / qualifications.
– Evidence relationship problems.
– Demonstrates evolution of employees.
– Generate motivation and job satisfaction.

Through this tool, the performance is evaluated to find the way in which the activities are being carried out, correct deviations, improve productivity, create a moment between assessed and assessor to talk about how the work is being developed, pointing changes in behavior in attitudes and technical issues that need improvement. Allow rated know how your upper sees it, it is also important that the evaluator open to the assessed can score what he thinks about it too.

The person who should conduct the performance evaluation process is the immediate superior of each employee, it is he who knows the reality of the function. It is he who knows the set of activities performed by the employee and who can evaluate more distinctively the post in question, for he knows the shortcomings, weaknesses, capabilities in employee performance through the post that develops. Making the employee autoavalie is important to the process, as certifies the items evaluated by the evaluator, and having a consensus, always produces better results to this review.

In order to have better outcomes assessments should be periodic and with standards set for all existing positions in the company. Must be continuously monitored the evolution of reviews, aiming to have more actual data feeds to it. The evaluator should prepare for the valuation point is not an easy process and not fast, and require much skill it mainly on the feedback act. We emphasize here the importance of conducting reviews of impartial and impersonal way.

The evaluators, it is suggested that they have some skills to drive this process, such as:
– To act with impartiality.
– Use of empathy.
– Have good communication.
– Commitment.
– Focus on results.

Using these skills, the evaluator is more likely to get success in closing the performance assessment tool that is precisely the time to present the results to each employee. It is for the Human Resources department to train leaders to work with this tool, because if they are not aware of the importance of it to the company and employees, can disrupt the smooth progress of the performance evaluation and may jeopardize the credibility of thereof.

I conclude emphasizing that the performance evaluation is premised on improving the performance of employees and also organizational performance, because it is through the people that can achieve the desired results.

By Antonio Luiz Alexandre for

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