What is performance appraisal? Objectives, 9 types and how to do it
Do you know what a performance review is? This is an HR tool that goes beyond analyzing the individual and collective performance of employees and their behavior.
Through it, it is possible to give feedback on results, assess the level of effectiveness at work, identify talent , check employee productivity , among other points that will contribute to the development of measures and training programs to eliminate identified problems and ensure the expansion of the organization.
Several methods can be used to carry out the performance evaluation and if you want to know the main ones, keep reading this text!
And if you want to ask a specific question, you can go straight to the topics that interest you:
What is performance appraisal?
What are the 9 types of performance appraisal?
How important is performance evaluation?
How to choose the type and method of valuation?
What is a performance appraisal model like?
How to perform an employee performance evaluation?
How to avoid mistakes and improve this process?
What is performance appraisal?
Performance evaluation is a tool used by HR, more specifically by the people management area, to measure the performance of employees or areas of a company . It can be carried out periodically according to the organization’s needs.
This methodology also helps to understand whether the employee is below, meets or exceeds the performance expected by the organization and, based on an analysis of hard skills and soft skills , that is, technical and behavioral skills, it is possible to draw up a strategic plan for according to the need of that employee or team, such as training, promotion, bonus, dismissal , etc.
In addition, the performance evaluation helps in a strategic vision for the company, as it highlights strengths and points for improvement, both with regard to each employee and with regard to the teams. That way, it’s easier to visualize ways to improve processes and generate more results.
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What are the objectives of performance appraisal?
Among the most common goals are development , improvement and innovation . The three points of attention generate different types of demands for the professional when they are broken down into goals.
These goals help measure progress and help guide the employee. Discover some of them below:
Correspond to professional or personal growth. Here, you identify the employee’s potential and seek to promote the key skills to make it happen.
These are the cases of correcting performance. This occurs when the reports show a performance below the expected standards and requirements, and HR must monitor the evolution of the indicators.
It consists of creating new functions to increase productivity delivery. It is a determining factor for the company’s success, because, as the world is changing rapidly, organizations are constantly called upon to innovate.
Choosing development, improvement and innovation goals, or focusing on another aspect, it will be important to establish appropriate levels of demand . The smart methodology can help a lot, as it establishes that the goals should be:
Image of the smart methodology, about performance evaluation
something clearly identifiable and particularized ( specific) ;
measurable in quantitative or qualitative terms ( measurable );
a level within the possibilities, strengths and resources of the recipients ( attainable );
a really important factor for the company ( relevant );
achievable within a period of time ( defined in time ).
By considering the five criteria, you will promote transparency in performance appraisals. After all, everyone will know what the expectations are, and they will be fair.
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9 types of performance appraisal:
The tool is intended to assess the individual and collective performance of employees, behavior, respect for standards, alignment with business objectives, the value added by the professional, the achievement of goals, etc.
The aim is to reduce the distance between expected and existing performance. The reports are the starting point for changes , such as training, replacement of leaders and policies to strengthen the organizational culture .
There is, therefore, no single way to use or take advantage of measurements. It is important to use the different types of performance evaluation questionnaires and apply the ones that are most suitable at any given time. Below, you can learn more about the different ways to assess:
Matriz 9 Box
Commonly called the Nine Box, this performance and potential tool has been one of the most used by companies to develop successions and better plan changes in the workforce.
It is essential to promote better people management when your business needs to hire a new professional, replace someone who was promoted or identify and train new leaders. Thus, the 9 Box Matrix helps to assess the company’s talents, analyzing its performance during its trajectory and discovering its potential for the future.