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Job Performance

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Job performance is the work performance that the worker manifests in carrying out the main functions and tasks required by his position in the specific work context of action, which allows to demonstrate his suitability .

The term work performance refers to what the worker actually does and not only what he knows how to do, therefore aspects such as: the aptitudes (efficiency, quality and productivity with which he develops the work activities assigned in a job are essential). determined period), the behavior of the discipline , (the use of the working day , compliance with the rules of safety and health at work , the specific ones of the jobs) and the personal qualities that are required in the performance of certain occupations or positions and, therefore, the demonstrated suitability.

There is a direct correlation between the factors that characterize work performance and demonstrated suitability.

Proven Suitability

The demonstrated suitability is the principle by which the administration is governed for the determination of the entry of workers to employment, their permanence and promotion, as well as their incorporation into training and development courses. It includes the comprehensive analysis of the general requirements that involve:

- The performance of the work with the efficiency, quality and productivity required.
- The experience and knowledge demonstrated in the concrete results obtained in his work.
- Compliance with established norms of conduct and discipline and those specific to jobs and personal characteristics that are required in the performance of certain occupations or positions.
- Demonstration of skills and training acquired in the performance of established positions. Only formal qualification will be required through certificates of studies or degrees, in correspondence with the requirements required for the position.

In the evaluation of work performance, the degree to which each worker maintains their suitability and the effectiveness and efficiency with which they carry out their work activities during a certain period of time and their potential development is measured.

Fundamental principles of the evaluation of work performance

The measurement by the Human Resources departments of work performance must be based on a series of fundamental principles. First, this evaluation must take into account the professional trajectory of each employee within the organization. Secondly, the measurement parameters must have a direct relationship with the characteristics of the job held by the employee to whom it's intended to evaluate.

A third principle of performance evaluation is the establishment of the purpose of this study : what are we doing the measurement for? Obviously, this tool is subject to a specific purpose, which is to increase the performance of the members of the organization. As a third principle, the process requires that the employee agrees with it and clearly understands the goals that are intended to be achieved with the evaluation. Finally, and as the fifth principle of performance evaluation, the figure of the supervisor or person in charge of the analysis must be key when contributing ideas and proposals to improve performance. There is no use evaluating these characteristics if the proposals are not finally carried out.

Importance of job performance evaluation

Sometimes it's forgotten that one of the most direct beneficiaries of the performance evaluation is the employee himself , not just the company. Through this tool you can establish new opportunities for the worker within the organization (promotion, transfer to positions more in line with their skills and training, etc.), as well as define possible training plans. Performance measurement can also highlight the skills of the middle management as a leader of the work team , study how communication works within the company or even check to what extent the employee feels an integral part of the organizational culture .

How work performance is measured

It's advisable that the performance evaluation programs be carried out at least once a year . In this way, the necessary adjustments can be made in time and the performance will not be affected by possible performance alterations.

The performance in the organizations is usually subject to the scrutiny of the Human Resources department , although it's customary to grant it to a commission created for this purpose. These commissions are composed of permanent members (manager, HR director, performance evaluation technicians) and transitory members, the latter being generally directly responsible for the jobs analyzed.

In other organizations, performance measurement is usually left to middle managers or middle managers, since managers don't usually have specific knowledge about the tasks required by each job.

Self-assessment as a tool for measuring performance is not usual. In cases where it can be used, these are highly qualified, emotionally balanced and highly skilled workers to evaluate their own work.

The studies of evaluation of the labor performance of any company pursue, above all, that the worker is motivated . Only in this way will the company 's economic and productive objectives (KPIs, key performance indicators) be achieved , correcting bad practices and weaknesses and increasing overall productivity.

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