PERFORMANCE APPRAISALS

Performance Appraisals



Performance Appraisals

Analyzing Team Performance

The word collaboration means that the team did not act as a team is not always easy. Teamwork does not happen when two or more people gather together to do the job. The technological equipment used to perform his work has been enormous. However, as more and more activity in everyday life depends on the equipment, the definition and measurement of processes more and more important, no matter how difficult the task.

The team should share the comments of certain members of the team to help improve their effectiveness and provide feedback session, the team with the same goal in mind. The purpose of the feedback session is to exchange data on the performance so that problems can be solved. It is important that the feedback session to get into insults, that personal insult or verbal punishment.

Model for Assessing Team Performance

360 Degree Feedback

Score "360 degrees" - to obtain data on human action in real work situations and on manifestations of merit. Information for this comes from people who communicate with that person at different levels: superior, colleagues, suppliers, subordinate, and client. This makes the assessment of "360 degrees" a reliable tool.

Score "360 degrees" can be used to address a wide range of tasks associated with the professional development of employees. She applied for a preliminary formation of a personnel reserve; identifying training needs assessment of its results, create individual development plans.

Assessment Strategies

The performance evaluation can be based on a number of strategies. For example, there may be comments by an anonymous reviewer, interviews, collection of relevant evidence (eg., Forms)

Anonymous: an assessor observes the candidate during his work posing as a client or a guest.

Simulation: the candidate is placed in a situation that best reflects an actual work environment.

Case Study: subjecting the candidate a written script or a "problem solving" and asked to respond in writing.

Structured interview: we set key issues and the candidate must make a complex response (Beeson, 1998)..

Benefits of Performance Appraisals

1. for the individual

Learn about the behavior and performance aspects of the company more valued in their officials.

Learn what your boss's expectations regarding its performance and also, according to him, their strengths and weaknesses (Byham, 2002).

Learn what measures the boss will take into account to improve their performance (programs of training, seminars, etc.) and that the evaluation should take their own initiative (self-correction, dedication, care, training, etc.).

An opportunity for self-evaluation and self-criticism for self-development and self-control

Stimulate teamwork and seeks to develop appropriate actions to motivate a person and get their identification with the goals of the company.

Maintains a relationship of justice and fairness to all workers

2. To the Head

Better assess the performance and behavior of subordinates, based on variables and factors of evaluation and, mainly, with a measurement system capable of neutralizing the subjectivity.

Take measures to improve the behavior of individuals.

Achieve better communication with individuals to make them understand the mechanics of performance evaluation as a target system and how it is being developed.

Plan and organize work, so you can organize your ...