Evaluation Program of People in the WorkplaceThe purpose of a good evaluation program of employees and managers in the work is to estimate their worth to the company. Due to the "judgment" element in evaluating people, the following method ensures that it is done as fairly as possible. A solid assessment of employees should be done by combining the following bases: Traits - This base is rather complex because in many cases it is subjective unless you have set standards for work. For example, you need someone who is punctual. This is important to you because you are the manager of the telephone communication system in the company and the switch board has to be open by 8 a.m. You rely on the employee punctuality trait since this trait affects the switchboard. When there are no standards (like the 8 a.m. above), you use judgment. For example, bank tellers and honesty. You may have zero tolerance for stealing, but until someone is cought stealing, you hope they posses the "honesty trait". Activity - Here you evaluate the person based on what he did to achieve results. This is extremely important because techniques in getting things done are relevant to the assessment. The problem is, it is hard to pinpoint cause/effect relationship. Results - Results analysis is probably the most important assessment. Give it the most weight, but it is not exclusive. It could be a product of the job situation. You just have to be cognizant that the results don't always indicate the right action was taken. However over time, you begin to see a pattern developing. These concepts and more below should be the basis of developing an effective evolution program. As much as you can, avoid evaluating employees based on your emotions. ----------- More resources on employee evaluation are found here:
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