What is performance rating?
performance evaluation is the procedure in which the employee's performance is reviewed, usually one or more supervisors. Also known as performance review or employee reviews, in companies where performance evaluation are usually held regularly, with annual reviews are very common. This practice is controversial in some areas, because some people believe that this is not an effective way to assess employees' performance, and it can certainly be very stressful for all parties.
performance evaluation mechanics differ depending on society. Usually one or more supervisors prepare a formal written report that is used in the evaluation. The employee can also provide written own evaluation. Then the employee sits with one or more supervisors to talk about specific issues induced in written reports. After the SIT Down meeting, the last message can be ready and stored in the file. A section can be used to maintain a righteousRighteous evaluation in the whole society with a control list of topics and problems to cover in all ratings.
The justification of performance evaluation usually revolves around the idea that employees need a formalized way to determine how well they do their job. Praise or criticism for work is useful, but written message and evaluation that adheres to a clear set of criteria can be much more useful. The performance assessment also provides intervention settings and allows employees to submit feedback in a safe environment. For example, an employee criticized for doing a bad job on something, may indicate that better training will be provided because the employee did not know how to do the task. Likewise, employees can criticize immediate supervisors who may not help their employees succeed.
Critics of performance assessment claim that for employees bisted, it can se turn in a situation with high stress. Employees and supervisors often express fear of evaluation, and employees normally become highly defensive during evaluation, which is not beneficial. The evaluation also focuses on recent incidents because they are fresh in the evaluators' memory and may not provide a balanced performance overview.
Having a documentation can be valuable from the point of view of the company that considers the termination of the employee. Many nations have laws that protect people from unauthorized ending. By documenting identified problems with employees and the development of action plans to solve these problems during the evaluation of the performance, the company can prove that the employee was aware of the fact that he was exposed to him and that the employee knew what could be done to prevent terminations.