This technique helps managers to match up individuals to the jobs and the job requirements. This technique has many uses in management, and this has to be understood by senior managers. (Overview of Employee Evaluation and Selection in Team Development)
Evaluation of employees:
The above techniques lead us on to the important aspect of employee evaluation which an important function of managing employees. The reasons why this is done are helping the judgment of the capacity of the person and the capacity for performing a job which will fully satisfy the system and the managers, in helping the candidates for the job to fully understand the job and the concerned organizational requirement. One of the main methods of doing this is through interviews and it may be used for the process of selection, or as a part of the process of selection. When many methods are used they can include medical tests, school references, tests for intelligence, and tests for personality and aptitude as also the assessments of groups. (Purpose and validity of the employee evaluation and selection process)
These are constantly required by organizations as it has to keep judging its workers and asses their functional capacities. This helps in three areas - improving the working of the organization through the improvement in the working of individual workers, to find out good potential employees and to link the compensation paid to the work done. In the first of these three it should be noted that there is a requirement to see that good performance achieved in the previous years are rewarded and that also future good performances are ensured. For the second it is an important source of recognizing talent and using those talented individuals to fill up the vacancies that arise within the organization by the process of promotions or transfers. This will...
The third is also important as salary changes often take time to be executed, and is not automatically linked to the above two considerations, but may be a result of the same evaluation. The evaluation for this purpose has to be carried out by the line managers, and not deputed staff from the department of human relations. These are part of the periodic reviews and should be done in every organization. There are often resistances by the employees to evaluation and the response should not be to make evaluation ineffectual. This has to be done in organizations for their development and progress, and the standard methods end up putting them in a regular and standardized manner, than making them in an irregular manner. (Employee evaluation)
References
Employee evaluation. Retrieved at http://www.accel-team.com/human_resources/hrm_04.html. Accessed on 4 May, 2005
Employee motivation. Retrieved at http://www.accel-team.com/human_resources/hrm_03.html. Accessed on 4 May, 2005
Job analysis. Retrieved at http://www.accel-team.com/job_interviews/job_selct_interviews_02.html. Accessed on 4 May, 2005
Manpower planning. Retrieved at http://www.accel-team.com/human_resources/hrm_01.html. Accessed on 4 May, 2005
Overview of Employee Evaluation and Selection in Team Development. Retrieved at http://www.accel-team.com/job_interviews/index.html. Accessed on 4 May, 2005
Purpose and validity of the employee evaluation and selection process. Retrieved at http://www.accel-team.com/job_interviews/job_selct_interviews_03.html. Accessed on 4 May, 2005
Recruitment and selection of employees. Retrieved at http://www.accel-team.com/human_resources/hrm_02.html. Accessed on 4 May, 2005
