Employee assessment help organizations identify and define employees that are either assets or liabilities. A great level of care has to be taken into employee assessments
An organization that does not carry out periodic employee assessments is considered lackadaisical. Such an organization is missing out on what constitutes its core function. Employee assessment is an important tool that helps the organization and the employee understand the level of their match to each other. Employee assessment is the prime factor in making appraisals that are an important aid for career enhancement and motivation.
Types of Employee Assessment
Employee assessments are of two types:
- Assessment by management, led primarily by HR.
A self-assessment form, as this self-explanatory term denotes, is filled out by the employee. This is meant to first get an idea of what the employee thinks of her own work during the assessment period and how she rates it.
On the other hand, the assessment by management reflects how the management has perceived the said employee’s work. Both these assessments are then mapped to arrive at an agreed measure. The raise is given based on this common understanding.
Tools for Employee Assessment
Employees are assessed in a variety of ways using tools such as
Sample Employee Assessment Form
An employee assessment is the process in which these parameters are judged. Typically, an employee assessment form, which would be common to both assessments, serves as a template for making employee assessments.
Organizations, especially their HR, have to take utmost care in dealing withdiscipline and termination. Not doing so could cost them dear.
Disciplining and terminating employees is a crucial function of an organization. If done right, it rids the organization of unwanted flab. If done wrongly, it can invite lawsuits, lead to bad blood and loss of reputation.
Distinction Between Discipline and Termination
Disciplining is a means of ensuring that an errant employee comes back on track. This deviation from the organization’s goals may sometimes be the result of:
- Temporary bad spell at work
- Diversion into other interests in the profession or life or
- A protest against mistreatment at office, either real or perceived.
On the other hand, termination follows when such an employee is given sufficient opportunities for improving, but doesn’t, or worse, if the organization no longer needs such an employee.
Termination Sometimes leaves a foul Taste in the Mouth
In the second of these instances, there is a deeply emotional current that runs in when a competent manager terminates an employee. Even if it is quite justified, resorting to this step fills both the person against whom this action is taken, as well as the person taking it, with some bad feeling. These are why:
Steps to Take to Ensure Proper Termination
The emotional aspect of termination notwithstanding, it is critical for HR and other decision-makers to take proper steps while terminating employees:
An organization that fosters civility is perceived as one that people can do business with. The opposite holds equally true.
Civility at the workplace is synonymous with the times in which we live. The New Economy is not the factory tin shop that workplaces of earlier generations used to be. As the new workplace keeps changing in relation to the modes of production; so too should the employees’s behavior at the workplace, reflecting this change.
Examples of Civility at the Workplace
Simple gestures of politeness go a long way in demonstrating civility at the workplace:
- Dealing with people in a soft and pleasing manner
- Giving way for ladies or physically challenged persons in a queue or the lift
- Apologizing for being late to a meeting, even a party
- Asking to be excused if leaving a lunch or dinner early
- Cultivating body language that denotes respect to others
The Importance of Civility at the Workplace
- Civility is central to the present era, where nothing gets done by shouting
- Civility at the workplace should ideally get extended to and replicated in another critical area: customer service
- This is imperative because competition ensures that no matter how good an organization’s products or services; they can get denuded in no time by bad behavior
- Customer loyalties are very fickle, brittle and fleeting. No customer that doesn’t get treated well comes back
How do Organizations Inculcate civility at the Workplace?
Conflict Management is considered indispensable to growth in organizations. Prudent HR professionals understand how to use this for the organization’s growth.
Like change, conflict too, is an integral part of an organization. Why is there conflict in managements? To understand this question, one needs to understand the meaning of conflict in the perspective and spirit in which the term is understood in management.
|In normal, day-to-day life
|Considered an unwanted aspect of life
||not always considered unwanted
|It is understood to mean hostility
||understood to be a result of differences in outlook between people
|Conflict is considered negative
||understood as a positive or meaningful difference in outlook or perception of organizational goals and objectives.
Techniques of Conflict Management
Leaders and managers use various techniques in conflict management. Each technique varies according to the individual leader’s attitude, temperament, experience and outlook. In a broader sense, these techniques are generally accepted as the most common means for managing conflict: