Question

List and explain the Five (5) Behavioral Principles of Performance Evaluation for a company.

Explain the importance of each of the five (5) behavioral principles of performance

evaluation.

Answer 1

Q.1 List and explain the Five (5) Behavioral Principles of Performance Evaluation for a company.

Explain the importance of each of the five (5) behavioral principles of performanceevaluation.

Answer : Performance Evaluation is defined as a formal and productive procedure to measure an employee's work and results based on their job responsibilities. Performance evaluation also plays a direct role in providing periodic feedback to employees, such that they are more self-aware in terms of their performance metrics.

1. It must be clearly stated what is to be evaluated:

A teacher must be clear about the purpose of evaluation. He must formulate the instructional objectives and define them clearly in terms of student’s observable behaviour. Before selecting the achievement measures the intended learning out comes must be specified clearly.

2. A variety of evaluation techniques should be used for a comprehensive evaluation:

It is not possible to evaluate all the aspect of achievement with the help of a single technique. For the better evaluation the techniques like objective tests, essay tests, observational techniques etc. should be used. So that a complete’ picture of the pupil achievement and development can be assessed.

3. An evaluator should know the limitations of dif­ferent evaluation techniques:

Evaluation can be done with the help of simple observation or highly developed standardized tests. But whatever the instrument or technique may be it has its own limitation. There may be measurement errors. Sampling error is a common factor in educational and psychological meas­urements. An achievement test may not include the whole course content. Error in measurement can also be found due to students guessing on objective tests. Error is also found due to incorrect interpretation of test scores.

4. The technique of evaluation must be appropriate for the characteristics or performance to be measured:

Every evaluation technique is appropriate for some uses and inap­propriate for another. Therefore while selecting an evaluation technique one must be well aware of the strength and limitations of the techniques.

5. Evaluation is a means to an end but not an end in itself:

The evaluation technique is used to take decisions about the learner. It is not merely gathering data about the learner. Because blind collection of data is wastage of both time and effort. But the evaluation is meant for some useful purpose.

Ideally, performance evaluations provide a stepping-stone for the employee and supervisor to identify and discuss areas where performance can be improved. It can also be an important opportunity for employee and manager expectations to be reinforced or clarified.

importance of each of the five (5) behavioral principles of performance evaluation

.1) Adjusting compensation for high performing employeesCompanies should monitor employee performance with the idea of compensating exemplary employees. Employees who go beyond the call of duty should be recognized with higher pay & awards. The net effect of this is, not only do high achieving employees continue to work hard, but other employees see that good performance is rewarded. And, they will up their game as it were. Tracking exceptional performance can only happen through an appraisal process. This should include elements such as regular one-on-one discussions between the employee and manager, 360-degree evaluations, and formal evaluations based on a role-specific list of KPIs.By tracking employee performance regularly, managers and administrators will gain access to data for establishing fair compensation guidelines based on sound performance deliverables.

2) Keep a tab on strengths and weaknesses

When you hand out new assignments, you need to be on top of things like who is best or least suited for the job. A formal personal appraisal system that regularly tracks an individual’s strengths and weaknesses are crucial in setting up teams that can consistently accomplish goals.

An individual is not solely responsible for the success of an organization. This is why it is crucial to stay on top of what each employee brings to the table. Different workers have their own strengths and weaknesses, and identifying these areas can help managers assign tasks effectively.

3) Open up and improve communication

Silence is not an effective communication method. When things are not going well between employees and managers, communication can build bridges. An employee performance appraisal system that is designed to facilitate employee-manager communication is an essential part of the productive organization. Managers should use the appraisal as an opportunity to describe the criteria on which the performance is judged, with the aim of helping the employees better understand how to do their job.

4) Effective human resource model

An effective human resource model is a valuable tool for successfully managing the company’s greatest asset, its human capital. Effectively managed employees translate into the primary competitive advantage for organizations and companies.Employee evaluation is a useful instrument to evaluate the effectiveness of the implemented human resource program.

5) Set up clear actionable goals

Productive employees are goal-driven. They relentlessly pursue their goals to achieve excellence and rewards. Setting goals can be the high point of an appraisal when an employee feels charged to perform and achieve the desired goals. Meeting targets will make the employee feel confident. The appraisal is also an opportunity for managers to realign business objectives if market situations are changing and set realistic goals. Formal evaluations are also a good time to step away from the hustle and bustle of everyday work and reflect upon your team’s overarching direction.

Performance appraisals are most effective with the right employee evaluation tools. AssessTEAM is a reliable, easy-to-use, and comprehensive cloud-based employee performance management and productivity analysis software designed to provide organizations the right tools and resources to assess, analyze and improve individual and team performance through consistent and timely input and real-time evaluations.