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Innovative ways to evaluate the performance of individuals

Aim to system evaluation performance with regards  for workers to utility Commission body company  from handIn 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:
PlanningRepresent  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 problemsprofessional 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 haveMoreover  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 incidentEvaluation 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 ongoingin 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 firstis 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 meritaims  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
* 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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Innovative ways to evaluate the performance of individuals

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