Explain the Major Goals of Performance Evaluations

Today in our world of technologies and competitions organizations and companies everywhere acknowledge that their  success is in the hands of their employees and that their people are the most important asset.  They know that the key to their success is to have the best employees from the best. 
That s why performance evaluation plays a great role in this process.  It helps to find out if the right people are in the right roles, what skills those roles require and what opportunities they are to offer for career development and progression to motivate and retain individuals getting the best out of their people.

One of the major goals of performance evaluations according to Schroeder and Lombardo is  to provide an accurate measure of what the employee is doing  (2006). This means that every position in the company and organization should have its detailed job description which will make the content and context of the job clear. So there should be performance standards and goals which are the basis from which the employee performance is measured(Western Kentucky University, 2004)  If there is a clear job description it is easier to measure the employee s performance   reflecting to hisher job description. 

Another goal of performance evaluations is   to help supervisor know his  subordinate (Schroeder, Lombardo, 2006). Performance appraisal is a good chance both for supervisor and subordinate to know each other better.  It s very important to have  meetings concerning performance evaluation. The performance 

appraisal meeting is aimed at having  constructive discussions on objective job-related behaviors, acknowledging what the employee is saying, asking open-ended questions, giving constructive feedback that will help the employee to get motivated and work even harder ( Western Kentucky University, 2004) .

Performance appraisal also helps to identify the strengths  and weaknesses of the employee (Schroeder, Lombardo 2006).  Most performance appraisals have rating  scales and each performance factor is rated on this scale. Rating indicates outstanding contributions, fully acceptable performance, general expectations etc  and the overall rating gives an account on the  employees overall pluses and minuses (Western Kentucky University,2004).

Another goal of performance evaluation is  to provide a plan for future improvement of employees (Schroeder, Lombardo 2006) Nearly everyone needs direction, everyone wants to know from the person he works for how he can do better, how he can improve himself at work. Regardless of where  an employee falls into ( whether  heshe is substandard,  below expectations, above expectations, excellent or meets expectations) he  needs  goals to reach in future. So making plans for future improvement is very important for every employee (cfd630).
 Performance appraisal is also good for providing look back (Schroeder, Lombardo, 2006). It helps both the employee and subordinate   to document

progress on previously indentified goals and objectives and to make any necessary adjustments, set new goals etc.(Western Kentucky University, 2004)

Finally Performance evaluation  helps  to get rid of the dead wood ( Schroeder, Lombardo, 2006) Performance evaluation is a chance  to review once again your  employee s job functions, objectives and goals, get rid of unnecessary ones and put new ones.
In other words performance evaluation is a tool that is used to  support, help  and motivate employees to perform in their best manner  for the sake and benefit of the company or organization.


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