Goal Performance Evaluation..?????

Performance Evaluation

Performance evaluation is a method and process assessment and implementation of a task or a group of people or units to work in a company or organization in accordance with the performance standard or goal that is set first. Performance evaluation is the most fair in giving rewards or prizes to the workers.
The purpose of performance evaluation is to ensure the achievement of goals and objectives of the company and also to know the position of the company and the level of achievement of the target company, especially to find out if there is a delay or diversion to be improved, so that the target or goal is reached. The evaluation of individual performance can be used for multiple use.

•  Increased performance •  Development of human resources •  The provision of compensation •  The program increased productivity •  Program personnel •  Avoid treatment discrimination

Rating the performance goal
Ganda have to approach the goal achievement assessment work as follows:
1. Goal Evaluation
The results of the assessment of achievement is used as the basis for regular evaluation of the achievements of members of the organization, which includes:
a. Salary research. Compensation decisions that include merit-pay increases, bonuses and other salary increases is one of the main achievements of the assessment work.
b. Promotion opportunities. Preparation of decisions employees (Staffing) associated with the campaign, demosi, transfer and discharge employees is the second of the goal achievement assessment work.
2. Destination Development
Information generated by the system of performance assessment can be used to develop the private members of the organization, which includes:
a. And strut brace Prestasi Work. Feedback on work performance (performance feedback) is the main development needs that for almost all employees want to know the results of assessments conducted.
b. Improving the Performance of Work. Goal achievement assessment also working to provide guidance to employees for performance improvement work in the future.
c. Determining Goals-Goal Progresi Career. Performance assessment work will also provide information to employees that can be used as a basis for discussion of the goals and long-term career plans.
d. Determining Needs-Training Needs. Assessment of individual performance can explain the collection of data to be used as a source of analysis and identification of training needs.
Factors Rating performance
Three dimensions of performance that need to be included in the assessment of work performance, namely:
1. Level of discipline as an employee of the organization needs to keep people in the organization, described in the assessment of the absence, delay, and long working time.
2. Ability level employees as a form of organization needs to obtain the results of the settlement of the task terandalkan, both in the quantity and quality of performance that must be achieved by an employee.
3. Behavior-innovative and spontaneous behavior in the external task requirements to increase the effectiveness of formal organizations, among others, in the form of cooperation, Protective actions, ideas are constructive and creative, self-training, and attitudes that the organization.(*).(by Ohm).

(*).-Posted in HRD on February 27, 2009 by shelmi.