For any employee in the organization his or her career progression is measured during the performance review. Performance Review offers employees the criticism and feedback that are related to an employee’s performance category, eminence, and several other aspects to the organization. Managers, co-ordinates, subordinates, and clients scrutinize the performances and the core ethics of the human resources and also their behavior aligned with a number of other characteristics or goals. They use Likert’s scale rating or numerical rating system for assessing performance. Performance ratings are given to an employee in terms of quality, quantity, time and cost.
A Performance Review system performs feedback about employees of a particular company. On the basis of feedback, HR department of that company can make right decision about the concerned employees also whether they deserve promotion, or require further training. So, while different career factors of an employee depend upon the system-generated feedback, the user company should inform their employees why and how the system is going to be used well in advance, so that employees should also be aware of the pros and cons of the system and its evaluating procedures.
Managers need to be aware of their employees’ progress on goals in order to step in with training assistance or resources when it appears that goal targets may be missed or, even better, to acknowledge successes with appropriate monetary or non-monetary rewards. In addition to the need for managers to review the employees’ productivity, it’s also important for the employees to track their own progress on goals. The secret to high performance is to review individual and team goals at least once a week or month to clarify your focus and use this information as a basis for performance discussions.