Assessing is a process of evaluating employees’ performance, competencies and behavior to determine the extent to which they meet stated goals. Evaluations focus on the effectiveness of processes, projects or programs. Examples of assessments include performance, competency, behavioral and potential assessments, as well as 360-degree assessments. Objective assessments are important because they ensure fairness, consistency and equity. They reduce subjectivity and encourage employee motivation and engagement. Learned provides tools to conduct objective assessments, including templates and 360° feedback integration. Know all about assessment? Then read on.
What is judging?
Assessing is a process within organizations that evaluates employee performance, competencies and behavior. The purpose of appraisal is to enable objective and systematic assessment of individual performance to determine the extent to which employees meet established goals, standards and expectations. Assessments are often conducted using predetermined criteria, such as measurable objectives, skills and behavioral competencies. Based on the ratings, organizations can make decisions regarding pay, development, promotion and possible dismissal of employees. The review process may vary between organizations, but the goal is always fairness, transparency and objectivity.
What is the difference between assessment and evaluation?
Assessment and evaluation are two related but different concepts. Appraisal refers to the assessment of individual employee performance and behavior, usually for the purpose of making decisions about pay, development and promotion. Evaluation, on the other hand, focuses on assessing the effectiveness and success of a process, project or program as a whole. Evaluations are broader in nature and focus on understanding the performance, efficiency and effectiveness of a whole, while assessments are more focused on individual performance.
Different applications of assessments in organizations
Employees can be evaluated in several ways. Some examples include:
- Performance appraisal: This involves assessing an employee’s individual performance based on measurable goals, targets and outcomes.
- Competency assessment: This includes assessing an employee’s skills, knowledge and abilities to perform his or her duties effectively.
- Behavioral assessment: This evaluates an employee’s behavior and attitude, such as cooperation, communication, customer orientation and problem-solving skills.
- Potential Assessment: This focuses on identifying an employee’s potential for growth and development for future duties and responsibilities.
- 360-degree review: This involves collecting reviews from various stakeholders, including colleagues, supervisors and subordinates, to get a more complete picture of an employee’s performance.
The actual assessment process and specific assessment criteria may vary by organization.
The importance of objective assessment
The importance of objective assessment is clear, especially in the context of the new assessment. It is important to evaluate employees on objective criteria because it ensures fairness, consistency and equity in the evaluation process. Objective criteria establish a clear standard by which employees can be measured, independent of personal preferences or biases. This reduces subjectivity and creates equality within the organization. Objective reviews also promote employee motivation and engagement because they provide clarity on expectations and help identify areas for growth and development.
How to use Learned to assess your employees on objective criteria
With Learned, you can easily organize a review meeting with one of our templates consisting of different topics, themes and KPIs. By integrating 360° feedback into the interview, employee performance, competencies and potential are examined as objectively as possible from different perspectives. Click here for more info on objective assessments at Learned