1 UNIT B HUMAN RESOURCE MANAGEMENT 4.03 Compare employee performance evaluations.

2 Employee performance evaluation Evaluation: The process of determining the value of the employee’s performance to the business. Performance: The process of executing or carrying out a specific responsibility or duty. Evaluation: The process of determining the value of the employee’s performance to the business. Performance: The process of executing or carrying out a specific responsibility or duty.

3 Employee performance evaluation Evaluations are effective tools for measuring how well employees complete assigned duties and responsibilities. Employee evaluations can serve as a basis for promotions, transfers, or dismissals. Employee wage and salary increases may result from evaluations. Areas for improvement and necessary training can be determined through performance evaluations. Evaluations are effective tools for measuring how well employees complete assigned duties and responsibilities. Employee evaluations can serve as a basis for promotions, transfers, or dismissals. Employee wage and salary increases may result from evaluations. Areas for improvement and necessary training can be determined through performance evaluations.

4 The evaluation procedure 1.Determine areas of employee performance to be included for evaluation. 2.Prepare an objective evaluation form. Evaluation criteria should be based on job duties and responsibilities, as well as quotas and goals set by employers. 3.Conduct the evaluation. 1.Determine areas of employee performance to be included for evaluation. 2.Prepare an objective evaluation form. Evaluation criteria should be based on job duties and responsibilities, as well as quotas and goals set by employers. 3.Conduct the evaluation.

5 The evaluation procedure (cont.) 4.Review the performance evaluation with the employee. Schedule enough time for the conference in a location free of interruptions. The purpose of the evaluation should be clear and concise. The employer/supervisor and the employee should review the evaluation form. Evaluation should focus on the performance of the employee, not on the employee personally. 4.Review the performance evaluation with the employee. Schedule enough time for the conference in a location free of interruptions. The purpose of the evaluation should be clear and concise. The employer/supervisor and the employee should review the evaluation form. Evaluation should focus on the performance of the employee, not on the employee personally.

6 The evaluation procedure (cont.) 4.Review the performance evaluation with the employee. (cont.) Discuss employee strengths as well as weaknesses. Both participants should listen carefully to each other. The employee should be given the opportunity to state his/her ideas for improvement. The employer/supervisor should add ideas of his/her own. 4.Review the performance evaluation with the employee. (cont.) Discuss employee strengths as well as weaknesses. Both participants should listen carefully to each other. The employee should be given the opportunity to state his/her ideas for improvement. The employer/supervisor should add ideas of his/her own.

7 The evaluation procedure (cont.) 4.Review the performance evaluation with the employee. (cont.) The employee and the employer should agree on specific activities and responsibilities for the employee to work on for improvement. Set a follow-up date for review of progress and improvement. End the evaluation conference on a positive note. 4.Review the performance evaluation with the employee. (cont.) The employee and the employer should agree on specific activities and responsibilities for the employee to work on for improvement. Set a follow-up date for review of progress and improvement. End the evaluation conference on a positive note.