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io/text_human-resource-management/s15-
employee-assessment.html - dersin linki
Employee Assessment
11.1 Performance Evaluation Systems
Designing a Performance Appraisal System
span of control
360-degree performance appraisal 
Performance Appraisal System Errors
Performance Appraisal Legal Considerations
The Civil Service Reform Act of 1978
Table 11.2 Advantages and Disadvantages of Each Source for Performance Evaluations
11.2 Appraisal Methods
Graphic Rating Scale
Essay Appraisal
Checklist Scale
Critical Incident Appraisals
Work Standards Approach
Ranking Methods
Management by Objectives (MBO)
SETTING MBOS WITH EMPLOYEES
Behaviorally Anchored Rating Scale (BARS)
Table 11.3 Advantages and Disadvantages of Each Performance Appraisal Method
11.3 Completing and Conducting the Appraisal
Best Practices in Performance Appraisals
Figure 11.6 Best Practices in Performance Appraisal Systems
Figure 11.7 Performance Review System
Training Managers and Employees
EMPLOYEE FEEDBACK
Organizing the Performance Appraisal Process
The Performance Appraisal
Performance Appraisal Interviews
Preparing and Giving the Performance Appraisal
Employee assessments definition
Employee assessments are performance appraisals or reviews used to evaluate
employees' performance and productivity. These tests assess personality,
aptitude and skills.
Employee assessments are usually done for compensation review, performance
improvement, promotions, terminations etc.
How to measure employee assessments
Human resource management conducts employee assessments in order to
improve their performance and to monitor what the employee is doing according
to what he/she is expected to do.
Methods:
1. 360 degree feedback: multiple evaluation process which includes assessments
from superiors, peers and ones' self
2. SWOT analysis: evaluating strengths and weaknesses of an employee
3. Performance intervju: last stepo f the evaluation process
How to do Employee Assessments
Employee assessments are an effective tool for managing employee performance.
On some occasions, assessments can cause anger and negativity, particularly if an
employee feels the evaluation was personally critical. However, it is important to
conduct assessments to help your workers grow professionally as your company
strives to reach its objectives. When paired with positive feedback, constructive
comments and a clear recipe for change, doing employee assessments can be an
experience that you and your employees do not have to dread.

Schedule regular employee assessments. Assessments are a good time to interact

with employees about their performance, potential for growth, limitations and
strengths, according to Dr. David G. Javitch in an article for "Entrepreneur." It also
provides employees with the opportunity to discuss issues with you. When you
schedule employee assessments on a regular basis, you can help your employees
grow professionally and assist the company get closer to achieving its objectives.

Write down what you want to evaluate. You can address employee productivity,
absenteeism, progress towards discussed goals, job performance, professional
behaviors, skills and knowledge. Consider using a scale of 1 to 5 to grade each
item you evaluate, with the number 5 representing excellent employee
performance. Under each item you evaluate, give yourself space to write how an
employee did well or needs to improve.
3

Use job descriptions to aid your assessments. A good job description can serve as
the basis or standard on which you measure an employee's satisfactory
performance. Javitch states that elements of a job description that you can measure
an assessment include an employee's responsibilities, basic job functions, goals,
performance and reporting relationships. The week before an evaluation, give each
employee the respective job description and a blank assessment so they know what
to expect during the employee assessment.

Have an open dialogue with each employee during an assessment, beginning with
positive comments and observations. Talk about plans for the employee's
professional growth in knowledge and skills, as well as in positions within the
company. Let the employee give you feedback before you defend any of the
positions you took.

Avoid beating up an employee for poor performances during an assessment.

Instead of making negative comments, Javitch states you should only state facts
and offer tips to help the employee improve. For example, instead of telling an
employee that they majorly screwed up, state that made some poor decisions and
that you are available to problem-solve. Balance perceived negative comments with
positive statements.

Plan for the future. Assess an employee's skills, knowledge, abilities and interests
so you can establish goals with the employee and help him improve. Even if he is
an excellent worker, making plans for the future can help motivate an employee to
improve his performance and productivity.

https://smallbusiness.chron.com/employee-assessments-16750.html

How to Evaluate an Employee: A Performance Review Checklist

Most businesses conduct employee evaluations on a regular basis, usually at least once a year.
The evaluation typically includes a review of how the employee’s various work duties and
habits compare with expectations. Often, the evaluation results are a key consideration for
promotions, bonuses and raises. Regular evaluations help employees better understand what’s
expected of them, improve communication between management and employees and give
employees proper recognition for their work.
These topics explain how to evaluate an employee effectively and why performance
evaluations are helpful leadership tools:
How to Evaluate an Employee
To evaluate an employee effectively, companies need to have a standard evaluation
framework in place and review each individual employee against those standard metrics.
Here’s a step-by-step guide to effectively evaluating employees:
1. SET PERFORMANCE STANDARDS
It’s important that you set clear performance standards that outline what an employee in a
specific role is expected to accomplish and how the work should be done. The same standards
must apply to every employee who holds the same position. All performance standards should
be achievable and they should relate directly to the person’s job description.
2. SET SPECIFIC GOALS
You should also set goals that are specific to each employee, unlike performance standards,
which can apply to multiple workers. Goals are particular to the strengths and weaknesses of
the individual employee and can help them improve their skills or learn new ones. Work with
each employee to set goals that are reasonable and relevant to their position.
3. TAKE NOTES THROUGHOUT THE YEAR
Track the performance of your employees throughout the year. Create a performance file for
each worker. Keep records of notable accomplishments or incidents, whether they’re positive
or negative. Remember that you can give immediate feedback to employees when something
stands out as well, you don’t have to wait until the year-end review process to give praise or
constructive criticism.
4. BE PREPARED
When it comes time to actually give an employee evaluation, it’s best to prepare for the
meeting ahead of time. Review your documentation for the employee before the meeting and
make notes of what you want to discuss with the employee. The performance review should
be mostly about the positive elements of the employee’s performance, with some helpful
advice on how to improve in the future. After all, if the worker’s performance was mostly
negative, they probably wouldn’t still be working for you.
5. BE HONEST AND SPECIFIC WITH CRITICISM
When you do need to give criticism in an evaluation, be honest and straightforward about
your feedback. Don’t try to sugarcoat or downplay the situation, which can create confusion
for the employee. Give clear examples and then provide helpful, specific advice on how the
employee can grow and improve in the future.
6. DON’T COMPARE EMPLOYEES
The purpose of an employee evaluation is to review the performance of each staff member
against a set of standard performance metrics. It’s not helpful to compare the performance of
one employee to another and doing so can lead to unhealthy competition and resentment.
Always circle back to your evaluation framework, not the performance of other workers.
7. EVALUATE THE PERFORMANCE, NOT THE PERSONALITY
Your evaluation should focus on how well the employee performs their job, rather than their
personality traits. When you make judgements about the employee’s personality, they can feel
attacked and the conversation can turn hostile. So, for example, rather than giving feedback
about an employee being immature or emotional, it’s more productive to instead give specific
examples of the employee’s actions in the workplace that demonstrate those characteristics.
Don’t make criticism personal, always tie it back to the work.
8. HAVE A CONVERSATION
An employee evaluation shouldn’t be a one-way street where the manager gives feedback and
the employee listens to that feedback. Instead, a productive employee evaluation should be a
conversation between the two of you. Listen to your employee’s concerns and how they’d like
their career to grow. Find out how you and the larger team can help the employee meet their
career goals. You may also ask for an employee to provide a self-evaluation of how they think
they performed at their job for the year. A performance review should allow the employee to
review the workplace, their managers and themselves, as well as reflect on their own career
growth.
9. ASK SPECIFIC QUESTIONS
To foster productive conversations with employees during the evaluation, it can help to enter
the room with specific questions you’d like to discuss with the worker. Here are some
questions you can ask employees to spark conversation and receive valuable feedback:
What do you hope to achieve within the company this year?
What resources or support do you need from the department to reach your goals?
What will your biggest challenges be in working to meet your business goals this year?
How often would you like to receive feedback?
How can I be a better manager to you?
What are your long-term career goals and how can the organization help you achieve them?
What new skills would you like to develop this year? Is there training we can provide to help
develop those skills?
10. GIVE ONGOING FEEDBACK
Ideally, employee evaluation is an ongoing process throughout the year, not a one-time task.
Giving feedback throughout the year and touching base with an employee to see how they’re
working toward their yearly goals can help improve worker morale and keep employees on
track at work.
What is a Performance Evaluation?
An employee performance evaluation is a regular assessment and review of an employee’s
performance on the job. Typically, managers conduct a full performance evaluation annually,
with regular check-ins throughout the year. Performance evaluations allow an employer to set
clear expectations and measure the employee’s success. The information gathered as part of a
performance evaluation can help drive decisions about pay raises, promotions and layoffs.
Often, performance reviews include the manager’s evaluation of the employee’s performance
as well as a self-evaluation conducted by the employee about their own review of their
success. Performance evaluations should be judged against specific goals using clearly
defined metrics.
What’s the Purpose of Employee Evaluation?
Employee evaluation serves a number of purposes meant to improve the individual’s
performance and the company culture. Here are some of the benefits of professional employee
evaluations:
 They help employees better understand what’s expected of them
 The manager has an opportunity to better understand the employee’s strengths and
motivations
 They give helpful feedback to employees on how they can improve their performance
in the future
 They can help the employee and manager plan for the employee’s future
 They give objective reviews of people based on standard metrics, which can be useful
for fairly evaluating promotions, raises and bonuses.
https://www.freshbooks.com/hub/leadership/evaluate-an-employee

CHAPTER CASE: Revamping the System

It is your first six months at your new job as an HR assistant at Groceries for You, a home delivery
grocery service. When you ask the HR director, Chang, about performance evaluations, he just rolls
his eyes and tells you to schedule a meeting in his Outlook calendar to discuss them. In the
meantime, you gather some data that might be helpful in your discussion with Chang.

When you meet, Chang is very forward with you about the current process. “Right now, managers
groan when they are told they need to complete evaluations. The evaluations are general—we use
the same form for all jobs in the organization. It appears that promotion decisions are not based on
the evaluations but instead tend to be based on subjective criteria, such as how well the manager
likes the individual. We really need to get a handle on this system, but I haven’t had the time to do it.
I am hoping you can make some recommendations for our system and present them to me and then
to the managers during next month’s meeting. Can you do this?”

1. Detail each step you will take as you develop a new performance evaluation system.

2. Identify specifics such as source, type of rating system, and criteria plans for each job category.
Discuss budget for each performance evaluation. Address how you will obtain management buy-in
for the new process.

3. Develop PowerPoint slides for your presentation to management about your proposed process
and forms.