90º or direct evaluation

In this type of assessment, the manager, together with the help of HR, define the competencies or other criteria to be assessed.

PERFORMANCE APPRAISAL

The performance evaluation is a key resource in management of people and for companies seeking to grow and develop in a structured and systematic way. This is because with this artifice, it is possible to adjust flaws and promote the use of human capital, encouraging professional development in favor of the organization. Given its importance and value, we have developed a comprehensive guide on performance evaluation so that HR can master the subject and answer your questions about the subject.

Basically, using specific performance assessment tools, the manager is able to diagnose the performance of employees in a certain period of time and, from there, verify which points should be improved, and, thus, the employee can go in search of ways to improve those points.

At the same time, the performance evaluation also allows managers to be able to make more assertive decisions in relation to their employees, as they come to better understand the work profile of each one.

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What are the types of performance appraisals?

There are several ways to apply the performance appraisal process, which vary according to the company's structure and its familiarity with the habit of exchanging feedbacks.

Self-evaluation
As the name suggests, the employee himself evaluates his own performance. Normally, in this case, the company makes available a pre-defined performance evaluation questionnaire according to the organization's objectives.

After the initial self-reflection, the manager should meet with that collaborator to assess the responses. From there, it will be possible to prepare individual development plans (PDI's) that will help the employee to develop the points that need to be worked on.

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How to do a performance evaluation?


1. Competency mapping
Competency mapping is the process of understanding the competencies of employees already working in the company and how to leverage them in different positions or functions in a way that is beneficial to the organization.
Want to know how to do a competency mapping? Click here!
This process serves as a basis for the creation of performance appraisals because with it, appraisals can become increasingly assertive and objective. From there, it will be possible to measure the contribution of each person through the relationship between professional performance and the essential skills to fulfill their function.

2. Set goals
First of all, it is important to define the objective of the evaluation to be clear on how the results obtained will be used. Will the assessment be used for employee training and development? Promotion? Succession? Remuneration? Bonus?

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