The performance evaluation process must be done in an effective manner. An effective process of evaluating performances comprises of distinct characteristics and components. A good performance evaluation process helps inspire maximum performance from workers. In an effective performance evaluation process, workers must understand their duties, how they can overturn their weaknesses and how the organization plans to help its employees attain their targets (Schultz & Schultz, 2010).
If a performance evaluation process comprises of self evaluation, employees can critique and assess their own performance. They can highlight their achievements and review performances within a certain period. It improves accountability within the organization (Schultz & Schultz, 2005).
Discipline
Discipline is important in performance evaluation processes when poor performances are assessed. With already outlined guidelines and policies on how to address poor performance, performance evaluation can be improved significantly. For instance, courses in time management can be mandated to employees who lag in terms of productivity (Schultz & Schultz, 2005).
Feedback
Feedback is an important characteristic of the process of performance evaluation. Efficient evaluation focuses on positive feedback, which highlights the strengths of the employee rather than scolding them for poor performance. Negative feedback should not be presented during evaluation. Evaluation should be used by the organization to recommend ways in which performance and skills can be improved (Schultz & Schultz, 2010).
Performance measures
For effective performance evaluation, there must be a standard measure in place. This gives all employees a chance to be assessed objectively based on their performance. A good performance measure emphasizes on specific quality and quantity goals corresponding to tasks listed on the job description (Schultz & Schultz, 2010).
When preparing a performance evaluation procedure, it must comprise of the main components and characteristics such as feedback, self evaluation, performance measures and discipline. The process should measure performance results and consider a range of many inputs to ensure transparent and accurate valuation (Schultz & Schultz, 2005).
Schultz, D. P., & Schultz, S. E. (2010). Psychology and Work Today. An Introduction to Industrial and Organizational Psychology. New York: Pearson Education.
