Employee Performances

Written by Nicholas Kamuda
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In the business world, employee performances are what can make or break a company. An employee's ability to perform his or her job responsibilities, communicate ideas, and add to the business as a living entity are all aspects of an employee's contribution to the company. It is therefore necessary, for many companies, to develop reliable and valid methods for assessing employee performances.

The most helpful employee performance assessment tools fulfill three main functions. Firstly, it is important for an assessment tool to be reliable. Secondly, the results must be viable--that is, provable should a dispute arise. Lastly, and perhaps most importantly, tools that measure employee performances should have strong and well-defined business purposes.

Measuring Employee Performances

To fulfill all of these functions, it is important that assessment tools--such as surveys and questionnaires--address the specifics of the jobs that they target. Similarly, assessment tools must often be customized for the company itself, so that the tools focus on the areas that are stressed by the company itself. Psychometric analysts (specialists who measure employee ability, especially in managerial disciplines) must always keep in mind the corporate culture and the culture of the job-group that is being assessed.

In many cases, employee performances become outgrowths of their job descriptions. As a result, the distinctions between leadership skills, managerial skills, and interpersonal skills (three separate and independent attributes) should be examined in the context of an employee's job description. Many experts agree that the most accurate assessments can be made by carefully constructing tests that accurately examine an employee's performance in context of his/her responsibilities.

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