Understanding Job Performance Evaluation
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ScribdTranslationsUnderstanding Job Performance Evaluation
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ScribdTranslationsWork performance
Job performance is the work output and the behavior displayed by the worker.
when performing the main functions and tasks required by their position in the work context
specific performance, which allows demonstrating their suitability.
It is in job performance where the individual demonstrates job competencies.
achieved in which knowledge, skills are integrated, as a system,
experiences, feelings, attitudes, motivations, personal characteristics, and values
that contribute to achieving the expected results, in accordance with the
technical, production, and service requirements of the company.
The term job performance refers to what the worker actually does and not just
what he/she knows how to do, therefore essential aspects such as: the skills (the
efficiency, quality, and productivity with which the assigned work activities are carried out
in a given period), the behavior of the discipline, (the use of
the workday, compliance with safety and health regulations at work, the
specific to the job positions) and the personal qualities required in the
performance of certain occupations or positions and, therefore, the demonstrated suitability.
There is a direct correlation between the factors that characterize job performance and
the demonstrated suitability.
Proven suitability
The demonstrated suitability is the principle by which the administration is governed for the
determination of workers' entry into employment, their permanence and promotion,
as well as its incorporation into training and development courses. It includes the analysis
integral of the general requirements that imply:
. The completion of the work with the required efficiency, quality, and productivity.
. The experience and knowledge demonstrated in concrete results
obtained in your work.
. The compliance with the established rules of conduct and discipline and the
specific to the job positions and personal characteristics that are required
in the performance of certain occupations or positions.
. The demonstration of skills and the training acquired in performance
of the established charges. Only formal qualification will be required through the
certificates of studies or degrees, corresponding to the required standards
for the position.
In the performance evaluation, the degree to which each worker maintains
its suitability and the effectiveness and efficiency with which they perform their work activities during
a determined period of time and its potential development.
Fundamental principles of job performance evaluation
The measurement of job performance by Human Resources departments
must be based on a series of fundamental principles. First of all, this
evaluation must take into account the professional trajectory of each employee within the
organization. Secondly, the measurement parameters must have a relationship
directly with the characteristics of the job position held by the employee to whom
aims to evaluate.
A third principle of performance evaluation is the establishment of purpose.
from this study: why we are conducting the measurement. Obviously, this tool
it is subject to a specific purpose, which is to promote the increase in the performance of the members
of the organization. As a third principle, the process requires that the employee is ...
agreement with it and clearly understand the objectives that are intended to be achieved
with the evaluation. Finally, as the fifth principle of performance evaluation,
The role of the supervisor or person in charge of the analysis must be key when providing ideas.
and proposals to improve performance. An evaluation like this is of no use.
characteristics if the proposals are not finally carried out.
Importance of performance evaluation
Sometimes it is forgotten that one of the most direct beneficiaries of the evaluation of
performance is the employee itself, not just the company. Through this tool
New opportunities can be established for the worker within the organization.
(promotion, transfer to positions more aligned with their skills and training, etc.), as well as
define possible training plans. Performance measurement can also provide
the skills of the middle management as a team leader are evident,
study how communication works within the company or even check in
To what extent does the employee feel like an integral part of the organizational culture.
How is job performance measured?
It is advisable that performance evaluation programs be conducted at least
once a year. In this way, necessary adjustments can be made in time and the
performance will not be affected by possible performance alterations.
Performance in organizations is often subject to scrutiny by the department of
Human Resources, although it is common for its implementation to be assigned to a committee.
created for that purpose. These committees are composed of permanent members.
(manager, HR director, performance evaluation technicians) and temporary employees,
being these last ones generally the direct responsible for the jobs
analyzed.
In other organizations, performance measurement is often left in the hands of management.
or middle managers, since executives often do not have specific knowledge
about the tasks required for each job position.
biography
Salvador (2018) performance labor recovered of
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Rouz (2018), Proposal to assess job performance, retrieved from
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