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Performance evaluation as a practice of HR

It was the rising rate of employee turnover, experienced by international entrepreneurs after the UK financial crises broke in in 2008. Employee retention was a challenge for HR during this period, as every individual looked up for safe and more permanent job opportunities. In the last five years when the crises retained, the Human Resource Management practice was entirely revisited. Efforts were there to make HR practice more competent and more sufficient to retain employees. Performance evaluation is one of such advancements that was brought in within the practice of HR. Although this practice was invented decades before, but was more solidified after when employers faced challenges in the crises period. What is performance evaluation and how it is a competent practice of HR is the question of the debate here. Our focus will be to understand this practice, its methods and its vision to retain and engage employees.
 
Performance Evaluation- Nature and Scope
When it comes to assessing the performances of employees with respect to their expected performances in an organization, then this practice refers to as performance evaluation. It is a precise and persistent practice designed by the Human Resource Management System. Performance evaluation gives the supervisor complete understanding about each employee performance. How much an employee is capable and is able to deliver is noticed by the performance evaluation. It gives a complete know how about employee skills and talents, along with identification of gaps and weaknesses that are found common in an employee working. This is what performance evaluation does, it adjusts compensations, use merit, and provide basis to promote or demote an individual. Performance evaluation guides the HR to bring rewards and benefits for employees who have performed. Moreover, it recognizes the employee training and development needs in an organization system.
The Vision Behind
Employee retention has always been a challenge for HR managers. There is always a debate up-taken that how employees could be retained within an organization system. Performance evaluation has provided a sort of answer to it, provided a solution to managers to not just retain, but retain employees more passionately and determinedly within the organization scope and system. Performance evaluation works to address multiple level of employee needs, as when these needs are met, the chances of retention are increased. The vision behind performance evaluation as a HR practice is to work for satisfaction, growth, recognition, and advancement of an employee. As these are felt as needs of an employee, which if addressed, could ensure employee determined and passionate retention. No matter what, of how much small or bigger an organization structure is, this vision is followed by almost all contemporary organizations implying performance evaluation practice. 

Benefits and Outcomes
There are several benefits that a performance evaluation system achieves for an organization. Likewise, employees are found strongly committed and motivated to work. The productivity of employees is raised up. The process of identifying gaps and weaknesses is speed up which increase chances to improvement. An organization’s merit structure is more strong and capable with performance evaluation. Similarly, the organization’s wage and compensation structure is more powerful and competent with the performance evaluation.

The recommendation is brought here for all enterprises that they adapt performance evaluation as a HR practice, which if not guarantee but ensure employee retention and commitment at the workplace.

Author Bio:
Kate John is a Project Manager in UK Based writing firm which provide essay writing service to the students. Kate John completed her master in business administration and writing her experience from four years.


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