Many companies make efforts to measure progress in terms of performance, achievement of objectives and satisfaction of their employees, among others. The main purpose of the evaluation processes is to measure the performance of each member of the organization in the competencies of their job.
The first step when carrying out a performance evaluation is to establish objectives, defining the competencies and the degree of demand of each one. In general, for each job, there will be two types of competencies:
General competencies
These are skills aimed at promoting the culture and values of the organization, as well as requirements that the company wants to extend to all its members. For example: teamwork, honesty, commitment, etc.
Specific competencies
These are the skills necessary to perform the corresponding functions. They can change for each job or require a different level of demand. For example, for a position related to the sales area, it may require the ability to speak to a greater degree than for an operational position.
Carrying out a performance evaluation requires significant planning and work by the talent management department. The main challenges that must be addressed to carry out this process are:
- Create attractive surveys, both in their form and in their use, that prevent the evaluated person from perceiving it as a boring and unimportant task.
- Ability to manage the information, at the time of conducting the surveys and in their processing. Doing it on paper or with a non-specialized tool like Excel can lead to the failure of the process.
- Ability to analyze information from different angles, as well as to generate attractive reports that add value in decision-making.
- Establishing a time limit for execution and delivery of results will optimize decision-making.
Once the surveys have been carried out, the stage of analysis of results, both general and individual, proceeds. After this, the ideal is to call each collaborator to a personal interview to comment on the report and establish points for improvement.
This is where the importance of evaluation processes comes into play, since they represent an important growth opportunity for both the worker and the organization.
In conclusion, evaluations should not represent an obstacle, on the contrary, they should be an opportunity in which both parties can share useful information.
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References: Del Río. D. (23 de febrero de 2015). El proceso de Evaluación de Desempeño I: Diseño. Taken from
https://www.hrider.net/cms/blog/1902/1/el-proceso-de-evaluacion-de-desempeno-i-diseno.html
