KATHMANDU: Success of the business depends upon recruiting capable staff. While trainings and necessary tools to do the
job are necessary, conducting regular reviews of their work, efficiency and attitude over the course of their employment is essential to give them clarity of goal.
The evaluation benefits both supervisors and employees by identifying how to bring out their respective best.
Human resource staff develop performance management systems to evaluate productivity, employee skills and behaviour, and provide constructive feedback to ensure that more of the organisation’s employees are able to meet their job expect-ations. Nita Rana, human
resource manager at Him Electronics and HH and Bajaj Pvt Ltd, says, “Performance evaluation of employees helps them focus on the company’s main objectives and motivate them to accomplish their respective goals.” She further adds, “Performance reviews, as part of the total performance management system, significantly increases business success by evaluating workforce competencies.”
According to her, the company has a system to conduct employee evaluation programmes twice a year by department heads and
supervisors. Performance evaluations look into how and what a worker is doing compared to earlier reviews of their skill sets, knowledge, initiative and participation. This record reveals whether an employee is prepared to assume greater responsibility. Evaluations are also used to assess whether an employee deserves a salary increase based on achievement and accrued seniority.
Nita maintains, “On the basis of evaluation results, employees who performed well are endowed increments, performance bonus and other incentives as per the comp-any rule.”
If an employee is found struggling with tasks or lagging behind, the problem could be the quality of training. “Along with training and counselling employees who do not fare well in the evaluation, we also make a point to identify the reason for their low performance,” says Nita, adding that ignoring skill deficiencies can jeopardise attainment of a company’s goals. According to her, evaluation is also a means for employees to request classes to be groomed for the additional responsibilities.
Prabir SJB Rana, HR head at Nepal Investment Bank Ltd (NIBL), says, “When rewards are based on performance, there will be pressure on staffs to deliver their best.” Stating that an evaluation’s primary goal is to gauge whether a worker is a good fit for that company, Prabir
informs, “We conduct quarterly evaluations for new staff members to determine whether or not they are working as per the company rules. Meanwhile, we have annual evaluations of those who have been with the company for a number of years.”
According to Prabir, such evaluations also serve a larger purpose of helping individuals determine if they have chosen the right career path. The feedback a worker receives regarding strengths and weaknesses is invaluable in charting a future course where they can put their
interests and talents to the best use. Employees look for employment elsewhere because they are not happy with the type of recognition and appreciation theyreceieve. Performance reviews provide the supervisor and management with an opportunity to commend
employees whose individual goals are in step with organisational goals.