Employee performance evaluation is one of the most important yet difficult tasks in a company. The task entails evaluating employees on performance, developing the program for development and training, and giving feedback to improve employee performance. It is best to have an evaluation system implemented from the early stages of tenure for an employee to identify weaknesses and where employees can improve. A 360° feedback system can be used to measure individual performance. It helps employees in understanding their performances and the impact that they have on others. This system is often used to provide objective information about the performance of an employee. The 360° feedback will collect data on an individual’s performance, which the personal development planning process will use to set goals and action plans for improvement areas.
1. Evaluation Processes:
There are two processes that a company should follow to develop their employment performance evaluations programs. The process has different steps and takes place in three phases: preparation, implementation, and post reviews to improve the effectiveness. It is crucial to measure how an employee performed during every stage of the process since this enables a new job coach or a line manager to measure improvements in individual performance and provide feedback accordingly for further improvement.
2. Analysis of Employee Performance:
The analysis of performance has to be done since the nature of the job entails specific duties and responsibilities on the part of an employee. The work requirements of the employees are different based on their level of responsibility. The evaluation process should look into how employees performed in all these activities during their job. The analysis includes the 360 Degree Feedback done by an employee or his supervisor to provide an objective and detailed account performance of an employee. It is important to note that a 360° feedback system should be implemented for all those who interact with the employees. The lines of communication should be properly set up at all levels since this provides an opportunity to give continuous feedback on performance.
3. Feedback on Employee Performance:
Feedback is the key to provide a continuous growth in performance. This is done by soliciting feedback from the employees about their performance. The feedback is part of a 360° feedback system and should be done at all levels since it provides an opportunity to improve grades, increase motivation, and assist in career advancement. Feedback is given by both superiors and subordinates since the employees may need this information to improve their performance. This system provides employees with an opportunity to be open with their superior and colleagues as well as provide necessary feedback needed for improvement of individual performance. Various Qualtrics alternatives can be utilized to implement and manage such comprehensive feedback systems effectively.
4. Employee Development Plan:
The development plan includes all the goals that an employee should reach in all areas such as interpersonal skills, educational requirements, work involvement, and other resources required for growth. The development plan ensures that each employee completes all necessary tasks given by his supervisor and needs some advice on further improvement areas. The development process of each employee is tailored according to his needs for position advancement. This process is done by assessing his performance and needs for improvement. It is important to set specific goals with a time frame for their completion. The process includes mentoring, strategic planning, and learning opportunities that help the employees accomplish the tasks they need to perform as an integral part of a company’s vision.
5. Development Activities:
The development activities are the activities that an employee needs to do to improve his performance over time. These activities include: getting additional education, developing new skills and knowledge, participating in special task assignments, and taking part in training that will help him improve his performance. The special assignment or training should be related to the employee improvement areas identified during his performance evaluation process. The additional special assignments and training can be used by an employee for career advancement as well as personal development. It is important to note that some of these development activities are appropriate for an employee at only a certain stage of his life.
6. Evaluation of Individual Performance:
The evaluation of performance is done in a 360° feedback process, which is done by an employee and his supervisor. The process looks into the strengths and weaknesses of an employee to determine his performance grade. The system used should provide an opportunity to rate each employee based on personal strengths and development areas. It will also provide an insight to identify any areas requiring improvement to help him achieve higher performance grades. The 360° evaluation system provides employees with an objective view on their performance based on the feedback given by both in superior and subordinate levels.
8. Development Program:
The development program is designed to help employees meet performance goals and improve their performance grades. It encompasses the knowledge, skills and abilities an employee should develop to meet the requirements of his job. The development program is designed by taking into account his performance, personal strengths, improvement needs, and work situation by the employees. There are different types of employee development programs based on needs for position advancement and growth. The development program helps an employee to improve his skills and abilities through self assessment, appraisal of personal strengths by others as well as career planning.
9. Career Planning:
Career planning is the process that helps to set goals and objectives for improvement of an individual. This development process includes identifying the right opportunities for advancement and determining the steps needed to achieve them. The career planning process helps develop an employee potential by choosing a job that is related to his interests. This will help him in identifying the right opportunities for career advancement and finally help him to reach his professional goals. The career planning process allows an employee to review his capabilities at work and analyze his skills in order to find out what he really wants in regard to job needs and future job requirements.
Mercer | Mettl is a website that uses the idea of self assessment and feedback to improve performance. It is a more specialized type of 360° feedback system for 360 degree appraisal advantages and disadvantages. It provides employees with an opportunity to review their strengths, weaknesses, achievements, skills and development needs.
