Performance is probably the most misused and abused management tool in history. When asked, most human resources managers who swear blind it is the most important device for reviewing members of the team.

The reality is that, in general, managers, supervisors and employees hate the thought, and rarely. HR professionals spend much time on the lashes, while the administrators sought a variety of reasons for delaying the process.

The reason is that it is often uncomfortable to carry out the practice, people undertake performance appraisal for all the wrong reasons and wrong perspective. This May end up the manager and employee in different parties. The evaluations are used to determine salary increases, which is no longer promoted. More commonly, they tend to focus on what people have done wrong.

So what is the real point of performance evaluation? In general, the goal of practice is as follows:

  • Providing performance feedback to employees.
  • Identify training needs of employees.
  • Document on the criteria used to award the prizes.
  • Form the basis for personnel decisions: salary increases, promotions, discipline, etc.
  • Provide an opportunity for organizational diagnosis and development.
  • Facilitate communication between employee and administrator.
  • Validate the technical and human resources policies to meet federal equal employment opportunity requirements
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The most important purpose or goal of the evaluation is to improve performance in the future, both in employees and team leaders. Administrators can obtain valuable information from staff to help them do their jobs more productive. Through feedback on the performance of work units can identify problems that interfere with everyone, and take steps to correct them. If there is a change in the placement of blame to identifying barriers to implementation fear and fear associated with the evaluation will be deleted.

When administrators to the “blaming stick” in appraisals and move to cooperation, dialogue, the whole process can be much more comfortable and effective. Because it puts the manager and employee on the same side and work towards the same goals, better and better.

Performance appraisals are always difficult for everyone. While the administrators make an effort to be as objective as possible, provided that there are concerns about the performance and accuracy. When you’re evaluating your staff, it is prudent to be aware of factors that influence their assessments in May Here are some factors you should be aware, so you can review their own assessment process to ensure they are free from bias as possible.

Generalization

Generalization, or the halo effect is the tendency to rate high or low in all categories based on their performance in other areas. Results of performance appraisals, where the generalization does not help develop employees because they are inaccurate and not specific to the whole performance.

Different Standards of Evaluation

Evaluation of terms such as fair, good, excellent, etc., are used in evaluating the performance, however, managers must be aware that the meaning of these words differ from one person to another. In any case, the use of these categories is not recommended, is very vague and does little to provide sufficient information to assess people and help them develop.

Bias Current and Indulgence

Current trend is the tendency to assess people based on their most recent results and ignore the previous problem. Leniency bias occurs when the employee is higher than necessary, it is usually accompanied by rationalization of why this is appropriate.

Bias Opportunity

This occurs because to ignore the idea that factors beyond the control of the employee or May restrict or facilitate their implementation. In the case of bias opportunities, credit or blame is given to the employee when the true cause of action is possible.

False Attribution Errors

There is often a tendency in the evaluation report, to attribute the success or failure of efforts and capacities. So when someone does well, he is given credit, and when someone is doing less well, we suggest that it is somewhat their fault. If there is truth in this, the reality is that performance is a function of the individual and the system, he or she works in. If both factors are not taken into account, it will be increasingly difficult to improve performance.

Although performance evaluation is generally feared throughout the company, the team leader for the employees, who are a necessary tool to achieve development. If done fairly and appropriately the information gathered can be used to improve the performance of all equipment.