Performance appraisal is an HR tool to analyze the performance of an employee or an entire team.
Through performance evaluation, it is possible to assess technical and behavioral skills of employees. And, also, relate them to the company’s culture.
Through performance evaluations, it is also possible to verify if the selection methods are correct and efficient, enabling the correction of processes and avoiding new wrongful hires.
It is important to note that the evaluation is carried out from time to time, to analyze a specific period. Only then is it possible to examine the evolution of the employee or team.
What are the objectives of the Performance Assessment?
The objectives of the performance evaluation are diverse, among the main ones are:
1 – Identify the employee’s points for improvement and develop them
Through the mapping of competencies, the performance evaluation shows the employee’s strengths and improvement points. And, with the employee’s information, the manager can put together a more effective development plan. The training and development process is implemented in the company with the objective of training and retaining talent.
Furthermore, performance evaluation also helps to promote employees.
2 – Bring accurate and historical data to the HR team
Every professional evolves gradually. Following this line, performance evaluations generate historical data about a professional or team and, in this way, it is possible to analyze how their evolution took place.
It is also possible to identify those professionals who have the skills and behaviors necessary to work in the company and, based on that, use this professional profile as “ideal”.
3 – Improved communication
Performance evaluation provides a path for dialogue between superiors and subordinates, improving the understanding of personal goals and concerns.
In addition, this dialogue can also increase trust and partnership between them, directly influencing the organizational climate.