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Lec 9 Performance Evaluation

The document outlines the principles of performance evaluation, detailing its meaning, purpose, benefits, methods, and processes. It emphasizes the importance of regular evaluations for employee development and organizational communication, while describing various evaluation methods such as self-evaluation and 360-degree feedback. Additionally, it provides insights into performance review templates and the significance of employee satisfaction and engagement surveys.

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Jaser Asweri
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3 views18 pages

Lec 9 Performance Evaluation

The document outlines the principles of performance evaluation, detailing its meaning, purpose, benefits, methods, and processes. It emphasizes the importance of regular evaluations for employee development and organizational communication, while describing various evaluation methods such as self-evaluation and 360-degree feedback. Additionally, it provides insights into performance review templates and the significance of employee satisfaction and engagement surveys.

Uploaded by

Jaser Asweri
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Libyan International Medical University

Faculty of Business Administration

PRINCIPLES OF MANAGEMENT

9th Lecture: Performance Evaluation

Name: Rim Eldinali


E-mail: rimeldinali@gmail.com
Date: 02/04/2023
Table Of Content
I. The meaning of performance evaluation.
II. What is the purpose of performance evaluation?
III. Benefits of employee performance evaluation.
02
IV. Performance evaluation methods.
V. Performance evaluation process.
VI. Sample performance review templates.
03

04

2
ILOs
By the end of this course, the student will be able to:

Define the performance evaluation procedure.


Describe the crucial role of performance evaluation.
Identify the most critical performance evaluation methods
02
Describe the performance evaluation process.

03

04

3
What is the meaning of performance evaluation?

Performance evaluation is a formal business procedure used


to evaluate employees' work and productivity based on their
job responsibilities.
What is the purpose of performance evaluation?
Performance evaluation aims to measure an individual’s or organization’s job performance
to determine how well they fulfill their responsibilities. We will learn about some
important additional purposes of performance evaluation in this lecture:

* An employer can provide consistent feedback on an employee’s strengths and strive for
improvement in the areas that the employees need to work on by conducting an effective
performance evaluation procedure.
* Performance evaluation is an integrated platform for both the employee and employer
to attain common ground on what both think is befitting a performance quality. This helps
in improving communication, which usually leads to better and more accurate team
metrics and, thus, improved performance results.
What is periodic performance evaluation ?

Periodic performance evaluation is an employee’s report card from


his/her manager that acknowledges the work he/she has done in a
specific time and the scope for improvement.
Benefits of employee performance evaluation
Performance evaluation methods:
There are 5 most critical performance evaluation methods. Using only one of these
performance evaluation methods might help an organization gain one-sided information
while using multiple methods to help obtain insights from various perspectives, which will be
instrumental in forming an unbiased and performance-centric decision.

1) Self-evaluation
Self-evaluation is when employees are expected to rate themselves using multiple-choice or
open-ended questions by considering some evaluation criteria. After conducting
self-evaluation, the management can fairly assess an employee by considering their thoughts
about their performance.
It is an amazing method to get started with employee reviews. An organization’s management
can compare every employee’s self-evaluation with the rating their manager provides, which
makes the performance evaluation process effective.
The gap between self-evaluated ratings and the supervisor’s ratings can be discussed to
maintain a certain level of transparency.
2) 360-degree employee performance evaluation:
In this performance evaluation method, an employee is rated in terms of the advancements
made by them within the team as well as with external teams. Inputs from supervisors of
different departments are considered, along with evaluations done by direct supervisors and
immediate peers.
Thus, in 360-degree feedback, each employee is rated for the job done according to their job
description and the work done by them in association with other teams.
3) Graphics rating scale:
It is one of the most widely used performance evaluation methods by supervisors. Numeric or
text values corresponding to values from poor to excellent can be used in this scale, and
parallel evaluation of multiple team members can be conducted using this graphical scale.
In comparison to others in a team, employee skills, expertise, conduct, and other qualities can
be evaluated. It is important to make each employee understand the value of each entity of
the scale in terms of success and failure. This scale should ideally be the same for each
employee.
4) Developmental checklists:
Every organization has a roadmap for each employee for their development and exhibited
behavior. Maintaining a checklist for development is one of the most straightforward
performance evaluation methods.
This checklist has several dichotomous questions, the answers of which need to be positive. If
not, then the employee requires some developmental training in the areas where they need
improvement.

5) Demanding events checklist:


There are events in each employee’s career with an organization where they have to exhibit
immense skill and expertise. An intelligent manager always keeps a demanding events list where
employees show good or bad qualities.
Performance evaluation process:

Step 1
In most organizations, a performance evaluation process states that an employee’s performance is
tracked every three and six months, provided the employee has worked with the organization
continually for that tenure.
The HR department can send across an online survey for the employees to fill out regarding their
satisfaction and engagement levels.

Step 2
The employee’s immediate manager will decide on their performance quality after evaluating the
yearly performance, conducting an employee engagement survey, and eventually having
a face-to-face meeting.
Step 3
The feedback received from the online employee satisfaction survey can be kept
anonymous. This feedback can be analyzed in real time from a centralized dashboard.
The manager can prepare further questions for the face-to-face performance evaluation
meeting based on the analysis.
Sample performance review templates:
360-degree review:
The 360-degree survey is a comprehensive review mechanism that helps gather the greatest
insights and feedback on an employee’s performance from their supervisor, peers, colleagues,
and subordinates.

Supervisor evaluation:
The supervisor evaluation survey is deployed to collect employee feedback and information
related to their supervisor. Supervisor evaluation helps an organization and its leadership
understand the accuracy of the work done by the supervisor and also helps them evaluate the
overall value the supervisor adds to their team and to the organization as a whole.
Manager performance evaluation
A manager evaluation survey offers a set of questions that the employees answer to
evaluate their direct or indirect manager’s effectiveness at work. This survey is extremely
useful for the management to understand the manager’s performance, attitude at work,
willingness to help their subordinate, and more.

Senior management evaluation


Senior management evaluation survey questions are used to understand the employee’s
perspective of the senior management and evaluate their abilities to run the organization
smoothly.
This questionnaire should have questions that help an organization gather insights on
effectiveness, direction, policy-making abilities, and other valuable traits.
Employee satisfaction and engagement surveys are also one of the best ways to conduct
performance evaluations.
Employee satisfaction
An employee satisfaction survey is deployed to understand how satisfied or dissatisfied your
workforce is. It is essential you measure employee satisfaction as dissatisfied employees not
only do not perform well but also can be a major reason for high levels of employee attrition
in an organization.
This survey can power your workforce and HR strategies to cultivate a work culture that
enables your organization to win from within. Often, if employees don’t feel challenged
enough, they remain unsatisfied with the work. Performance evaluation can find reasons
behind one’s contribution to the company and ways of enhancing it.
Employee engagement
Employee engagement survey enables you as an organization to test the levels of engagement
of your employees and to understand how motivated they are to perform well in the workplace.
Employee engagement concerns most organizations, and disengaged employees set a negative
example for other employees. Disengaged employees perform poorly compared to their
colleagues. Thus, this survey can be used to analyze and review an employee’s performance
level and take corrective measures immediately.

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