Pregledni rad

Successful Organizations Driven by Employee Performance Evaluation

Alan Šišinački
Boris Dobiš ; YPnet, s.r.o., Bratislava, Slovačka
Jelena Šišinački

Sažetak

Employee performance evaluations provide a lot of opportunities for employers and employees. Benefits for organisation and support of inclusive organizational culture are rather obvious, but consistent system that is fully understandable and acceptable to all stakeholders is required. Key stakeholders that should be involved in development of tailored employee performance evaluations are employees and employee representatives, unions, HR department, team leaders and middle management, management team members and board members. Involvement of key stakeholders and their “buy-in”, clear communication on performance evaluation process and its profound understanding supported by a robust and consistent training plan for all stakeholders are crucial elements for success. Employee performance evaluation should be developed for each organizational context or at least adjusted to specific needs of the organization to reflect company culture, its vision and values, set of competencies and skills, business requirements, and previous experience with employee performance evaluations. It should cover two main performance aspects: The reflection on direct performance itself (WHAT: hard SMART KPIs) and the HOW dimension (employee’s behaviour). Obviously, it is very difficult to develop a system that is completely excluding the subjective perspective of the supervisor as well as the subjective perspective of the employee that is being evaluated, but the focus is on developing and implementing different tools in order to minimize the subjective element of performance evaluations. Important elements of successful performance evaluation system are a well defined regular process of revision by representatives of key stakeholders to capture and reflect on users’ feedbacks, integration of new elements of expected behaviours and competencies, or simply reflection on new challenges and mutual expectations in business environments. With organisational maturity and acceptance of employee performance evaluation system, organisation can start further developing important elements: supervisor performance evaluation based on 360º perspective as e.g. a part of an employee satisfaction survey. Additional employee engagement survey also provide a useful feedback on real quality of the introduced performance evaluation system.

Ključne riječi

employee performance evaluation; 360º perspective method, KPI

Hrčak ID:

191744

URI

https://hrcak.srce.hr/191744

Datum izdavanja:

29.12.2017.

Podaci na drugim jezicima: hrvatski

Posjeta: 4.467 *