Efficiency system of employee performance evaluation in order to investigate the factors and characteristics affecting the effectiveness of employees performance evaluation system

Sanaz Samadi¹ Simin Mirzayi²

1) - Graduate Student of Business Administration Strategic Management Stress - Institute of Higher Education of Science and Technology Shams Tabriz -
2) - Graduate Student of Business Administration Strategic Management Stress - Institute of Higher Education of Science and Technology Shams Tabriz -

Publication : اولین کنفرانس ملی نقش حسابداری، اقتصاد و مدیریت در توسعه پایدار با تاکید بر اقتصاد مقاومتی (aem2017.ir)
Abstract :
Performance appraisal is the process by which the employees are evaluated at regular intervals and formally. Performance appraisal can be defined as an evaluation process and communication with employees on how to carry out a job and deploying an improvement program. , The main purpose of performance evaluation is to collect the necessary information about the personnel employed in the organization and make it available to managers so that they can make the right decisions to increase the quantity and quality of the work of the staff. Performance appraisal for multiple management and development purposes, including evaluating individual performance according to organizational needs, predicting feedback to employees to improve or reinforce their behavior, and assignment of rewards and job promotion of individuals. To this end, the concept of performance and its evaluation from the experts point of view were first examined and then the approaches and methods used in performance evaluation systems are presented. Finally, while highlighting potential errors in employee performance evaluation process, factors affecting the effectiveness of the performance evaluation system will be considered. The research findings show that if performance evaluation is conducted in a process-based and consistent manner, it promotes organizational accountability and public trust in the performance of the organization. Effectiveness is related to the extent to which the goals are realized, and the goals of the organization, due to the existence of multiple stakeholders, are numerous and sometimes contradictory, and, in addition, many of its goals can not be quantified. The organization should set targets for all its policies and each of the bureaucracy units and allocate the exact costs to each of these activities and programs, and outline performance indicators and criteria for assessing the success rate used to achieve the goals. Take it , So if the appropriate relationship between strategy, individuals, organizational structure and performance systems is understood, it will lead to effective management of performance in the organization.
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