Implementing a Performance Evaluation System

Implementing a Performance Evaluation System

Job performance is one of the most important factor in both organizational psychology and human resource management, for the last decade there have been growing interest in the development of knowledge about performance measurements in organizations, researchers have covered a wide range of areas surrounding the subject, like identification of problems and different approaches to measure performance. In organizational environment we can perceive the performance evaluation process, as the practice of a mutual exchange between an employee and his manager. That allows the employee to get an individual feedback about his job performance and productivity based on previous established objectives well and a clear understanding of what areas does he needs to improve. As well It allows the manager the chance to explain his expectations and give the employee valuable feedback. Performance review process are been used for give job promotion, feedback for the employee regarding how the supervisor viewed his performance, evaluations of relative individuals contribution in achieving organization goals, reward decisions, including merit increases, promotions, and other rewards.

(Farris, 2011).

Organizations main responsibility is to create the necessary environment that will allow employees to feel motivated and satisfied about their jobs, this will positively influence employee performance. Thus, I considered that an implementation or review of the current performance review process should take place in my organization. Since currently there is no evaluation of performance implemented and there have been certain issues that have generated some discomfort among employees, issues like different hourly pay rates employees on the same organizational level and new employees with higher pay rates than others with more time in the organization, the need for implementation of a performance review process, suit for the needs and goals...