Innovative ways to evaluate the performance of individuals
Innovative ways to evaluate the performance of individuals
Aim to system evaluation performance with regards for workers to utility Commission body company from hand , In contrast support people themselves by promotion their performance and development all the time so incarnation proces valuation performance Menu supplies Watching that you use utility human resources to monitor diverse its activities, selection, appointment, incentives.
Innovative ways to evaluate the performance of individuals
evaluation the performance singles
1 – improvement the behavior Singles:
Regardless of that it impossible Measurement vehicles act Objectively like the results but he is from the simple like that evaluated, helps valuation the components behavioral in the design To develop performance work running for the person Planning for future progress in effort When assessing individual behavior, we will address methods Which followed by worker in performance His work and habits effort
Below Examples for a group of Reasons act Which finish break it down:
* Planning : Represent being able to sight to me Interface To develop a successful program of work.
* define the priorities: skill experiences which worker in transmission With The things according to Its priorities do you treat Topics Function before The things the least necessity ?
* Authorization: ability the person on select and segmentation Effort on subordinates the elect and delegate the powers required to accomplish Effort successfully.
* Solve problems : professional the one In determining factors The real problem and collection data related out and generate Choices And choose the most appropriate alternative for the most appropriate solution.
2- Incentives:
She embodies Number of the reasons and roads that are used to influence behaviour Characters workers and lead them to Act trouble bigger to grow performance kind and as in order to Detective purposes Enterprise and satisfy the needs Characters themselves,
On her part, she divided into Forms :
1 – Incentives positivity and negative
– Positive :
she Number of influences that yearn for influence on behavior Characters staff by Fulfillment of other unfulfilled needs they have , Moreover Satisfied needs in a manner It’s like making promises to workers, Giving them rewards material at Position their puberty rates Specific , undertaking to transfer One specific to a job site the finest at Circumstance change for the better Quantities performance or in Position work hours its regularity.
– Negative :
she Number of influences that aspire to influence in behavior people by Threatening to deprive them of Few Advantages that they get above them this moment .
Such as: the menace subtract part of monthly arrest at Attitude irregular cycle, at Attitude Non find out rates performance specified or the menace separated from effort or save file the person to me craft down..etc ,
and enter in the frame framework that Category incentives Different shapes fines that are included in the systems and menus The interior you adjust comp Actions in order to elevate merit performance individuals
employees and may lead to not attending Like That incentives subversive that went too far Few people Workers in negligence and influencing rates performance Serious workers passively sometime they feel By rushing to work and doing what is desired including in a manner Ordinary does not make them distinct from the negligent, because there are no accountability controls vehicles shorter.
2 – Incentives physical and change Finance
– Incentives physical :
as We mentioned earlier, the incentives Finance care in a manner essential satisfying the physiological needs of the human being, And some shoot above it the needs Necessary , others It’s called minimum needs, being It is located in lowest Knife The needs are listed and not linked to higher needs sophisticated for human, she is also Focused on satisfying needs associated with food, clothe And the apartment Add to the needs associated security and job stability, and needs associated with health services and upgrade conditions effort and others.
– Incentives are Finance :
They are incentives Belonging to Satisfaction of psychological and subjective needs, higher needs in the frame Knife needs grading, The human being after satisfy his needs necessary world aspire to Satisfaction of other needs associated With a feeling and retirement from work and a sense of progress and advancement, ranking literary, Rank the incident , Evaluation and flattery And other needs Miscellaneous other related relevance by the side psychological The self and social for one .
and there Number of The basics can count on it :
1 – upgrade Based on Efficiency :
appointed that basis on existence need for workers To develop performance in their work ongoing , in the frame Logical to rise the individual in regards to its capabilities and his skills, that Shows logically in theory But There is large number of Difficulties for application and from Highlight That Difficulties not attending Standards Accurate objectivity to determine merit employee Reporting system the performance with it large number of Faults and deficiencies like bias, subjectivity, etc. And rely on optimization Regarding merit employee in his work no mean Necessarily his powers to operate Occupation the highest attained,
and on This preferably Reliance on standard Assistant near merit Ongoing To judge its efficiency and success in work Higher Powers and Responsibilities the first , is that that hard to achieve and have impossible prediction capabilities the individual In the future, the capabilities itself depend on Number of the reasons hard to measure carefully and objectivity And with a look quantitative.
2 – upgrade Based on Seniority:
effect many of companies Accreditation in regards to Seniority for promotion as of for defects and problems customized pointer merit , aims in seniority How long he spent employee in his job Ongoing In particular or tall Stage support in the company picture
General and back Factors preference companies So to the sides the following :
* that There is Direct link between seniority and efficiency especially at the years first of Subscription work is that In the wake of that The correlation between merit and length Stage benefit .
* that that It could be topic more than jealousy, Especially if it is found Square to bias the bosses or their justice in appreciation , reduces that who exist against between Authority and staff.
* The follow like that The method makes interest Keen and interested in training development Adequacy of workers.
Goals evaluation the performance singles
Goals evaluation the performance singles
* to choose Characters right workers To implement Actions In proportion to their qualifications and segmentation work them in proportion to their abilities and skills, In pursuit of the principle and landed the one appropriate at headquarters The fit .
* revision rates performance From before people And guide them to what is in it utility for their own interests and company .
* help Direct supervisors to notice subordinates and monitor their performance in a manner Flour
Than It is easy for them to present advice and guide them I have their need So.
* Discovery Characters staff qualified more than others to occupy leadership positions in commercial establishment .
* Prepare A requirement for personal knowledge and insight. where that measure performance urges and supports performance urges and supports Supervisors interact with their subordinates throughout The measurement process results in the personal knowledge of these subordinates by the supervisors. where that the consonant require that knows many About who resides.
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