Employee evaluation is one of the important elements of the human resource management process. Verification of the quality of performance of professional duties is increasingly taking a formal form, and periodic assessment of the employee becomes an inseparable part of employment.

Evaluating employees allows you to collect information about individual team members, identify behaviors conducive to their effectiveness, and then use this knowledge for effective management. Systematic assessment has a positive effect on the development of both employees and the entire company – it motivates to improve their skills and allows you to detect possible irregularities.

Employee evaluation has three important functions in personnel management:

• psychological – gives the employee feedback on his work, helps to make the necessary changes and supports in career planning;
• economic – increases the employee’s productivity;
• organizational – improves communication and processes in the company.

The employee evaluation system is also helpful in filling positions, granting salaries, granting promotions or raises and deciding on redundancies.

However, the Labour Code and other regulations do not require periodic assessment of employees or the rules for its conduct. Hence, employers make it in situations where they consider it necessary. As a rule, this is done cyclically, at certain intervals.

Therefore, it can be pointed out that the assessment of employees is primarily aimed at assessing the work of subordinates and the results achieved by them and checking their skills. The employee evaluation system should be focused on the motivation and development of subordinates, which should result in an improvement in the quality of their tasks.

Employee evaluation can take many forms. There are four degree-marked ways of describing team members:

• 90 degrees – the employee is assessed by the supervisor,
• 180 degrees – the assessment is prepared by the supervisor and the employee,
• 270 degrees – the assessment is made by the supervisor, employee and his co-workers,
• 360 degrees – the assessment is based on four sources and can be created, for example, by the supervisor, employee, colleagues and clients.

When deciding to introduce an employee evaluation system in a company, it is necessary to establish specific criteria that the evaluators will be guided by. Among the areas to be taken into account are: eligibility criteria, personality criteria, performance criteria, behavioral criteria.

Qualification criteria allow to assess the employee’s competences, skills, predispositions, professional experience, education or courses and trainings. Personality criteria are related to specific character traits and personality of the employee, for example creativity, conscientiousness, responsibility or resistance to stress. Efficiency criteria include aspects related to the quantity and quality of work, the employee’s timeliness or the profits he brings to the company. Behavioral criteria, on the other hand, are related to the employee’s attitude towards the company, his loyalty, commitment, approach to colleagues, superiors and clients or the desire to develop and improve qualifications.

When creating a system for evaluating employees in a company, you can use one of the popular assessment techniques. These include:

• ranking – ranking of employees from the best to the worst according to established criteria. However, this technique will only work in teams whose members perform the same or very similar tasks. Otherwise, the results will be biased;
• comparison in pairs – comparing each employee with others and awarding points to the one who performs better in a given aspect;
• qualification scales – consists in determining the intensity of the employee’s characteristics using a verbal, point or behavioral scale;
• free description – contains the employee’s achievements and behaviors, reflecting the quality of his work;
• self-assessment – the employee makes or comments on his own assessment;
• critical events technique – systematic recording of information about the employee’s successes and failures, on the basis of which the assessment is formed;
• employee assessment sheet – the information collected in the sheet is converted into a rating using keys;
• setting goals – the employee’s assessment is based on the degree of achievement of the goals set for him.

Employee evaluation plays an important role in the process of managing both the company itself and human resources. Periodic evaluation of employees should not only be feedback on the quality of work or results achieved, but also be a motivation to develop and improve their skills.

Source:  https://poradnikprzedsiebiorcy.pl/-ocenianie-pracownikow-jakich-bledow-unikac-metody-oceniania-pracownikow

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