Performance management is critical to the success of the company since human talent is its greatest resource. Among the fundamental elements of performance management is proper performance evaluation based on a sound evaluation plan (Buckingham & Goodall, 2015).
Technical Proposal
This proposal regards the development of a comprehensive performance evaluation module that will be used in the company going forward .
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Background
Whereas the company already has in place a performance management system, it is in need of adjustment and advancement, hence the instant proposal. The proposed format will be instrumental in augmenting the productivity of the company’s human talent and enhancing employee motivation and engagement.
Description of the Categories to be Measured
Personality and Demeanor
Personality and demeanor refer to who an employee is as a human being and how they behave themselves (Cardy & Leonard, 2014). The personality and demeanor measure will be used to assess the character traits of the employee as a human and how these traits affect the ability to perform. Personality traits are integral to the competence of members of staff, but competence varies depending on the role and duties that an employee undertakes. For example, a brilliant engineer who is also rude to customers will still be a liability, not an asset to the company.
Relationship Skills
Relationship skills are the ability to interact properly and cordially with others. Modern HRM is based on teamwork with the contribution of a single employee being limited to the total output of the team (Cardy & Leonard, 2014). Cohesion and harmony are crucial within the teams hence the importance of relationship skills. Similarly, relationships play a pivotal role in how the company relates with its internal stakeholders on both sides of the supply chain.
Communication Skills
Communication skills relate to the ability to say the right thing, at the right time, and in the right way. Proper communication includes verbal and non-verbal communication and also following the rules of etiquette in communication (Cardy & Leonard, 2014). In some cases, charisma and the ability to influence or convince others is part of communication skills.
Attendance and Promptness
Attendance and promptness relate to every employee being where they are supposed to be at exactly the time that they are expected. Tardiness not only steals work hours from the company but also disorganizes and compromises teamwork (Cardy & Leonard, 2014).
Innovation and Initiative
Innovation and initiative relate to an employee’s ability to go the extra mile to be better at what they do as a company (Cardy & Leonard, 2014).
Self-Control
Self-control refers to the ability of an employee to act rationally even in irrational situations (Cardy & Leonard, 2014). With demolishing being easier than building, self-control is a critical element of employee competence.
General Competence
General competence is the ability of the employee to perform the duties that have been assigned to them in a manner that adheres to the overall strategic plan of the company. Ability to function is not enough if the ability is not in line with the precepts upon which the company operates (Cardy & Leonard, 2014). For example, a marketer who increases sales by attacking colleagues is incompetent.
Description of Ratings to be Used
The measurement system will combine qualitative and quantitative systems of data collection which will then result in a numerical rating system based on 1 to 5. 1 will stand for mediocre performance that needs urgent improvement. 2 will stand for below average while 3 will reflect a satisfactory performance. 4 will be indicative of above-average performance while five will reflect exemplary performance.
Performance Evaluation Form Sample
Employee’s Name:
Department:
Designation:
Assessment Period:
Officer in Charge of Assessment:
| Particulars | Rating | ||||
| 1 | 2 | 3 | 4 | 5 | |
| Personality and Demeanor | |||||
| Relationship Skills | |||||
| Communication Skills | |||||
| Innovation and Initiative | |||||
| Self-Control | |||||
| General Competence | |||||
Qualification
The recommendations made entails areas of assessment that will be useful to the company in evaluating employee performance and also useful to the employees as it will enable them to improve on the referenced areas (Buckingham & Goodall, 2015). The proposal will enable the employees and the management team to work together towards the betterment of human resource productivity within the company.
References
Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard Business Review , 93 (4), 40-50
Cardy, R., & Leonard, B. (2014). Performance Management: Concepts, Skills and Exercises: Concepts, Skills and Exercises . New York: Routledge
