Performance Evaluation (Personal)
Introduction
job performance, job performance, job performance or professional performance[1] is how well a person performs a job "Work (sociology)"). Depending on the task, this performance can be measured in quantity of product manufactured, degree of quality achieved, time needed, billing achieved and other ways. Job performance, studied academically as part of industrial and organizational psychology, is part of human resource management. For the results of an organization, the performance of its employees is an important criterion. John P. Campbell describes job performance as an individual scale variable, measured for a single person. This differentiates it from broader constructs such as organizational performance or national performance, which are higher-level variables. A related concept is productivity. Professional performance is measured through performance appraisal or performance appraisal.
Characteristics
Contenido
Campbell describe varias características clave que ayudan a aclarar el significado de este concepto.
Results
First, Campbell defines job performance as behavior, which is something an employee does. This concept differentiates performance from results. Results come, in part, from an individual's performance, but also depend on other influences.[2].
Campbell allows exceptions by defining performance as behavior. For example, it clarifies that performance does not necessarily have to consist of the directly observable actions of an individual. These can be mental processes such as responses or decisions. However, performance must be under the control of the individual, regardless of whether the performance studied is mental or behavioral.
The difference between controlled individual action and results is best explained through an example. In a sales job, a favorable outcome is a certain level of income generated through the sale of something. This income may or may not be generated, depending on the behavior of employees and whether the product corresponds to the needs and desires of consumers. When the employee does his job well, this level of income increases. However, certain factors besides employee behavior influence sales. For example, they may fall due to economic conditions, changes in customer preferences, production bottlenecks, etc. Under these conditions, employee performance is maintained, but sales decrease. Performance comes first and then comes the effectiveness of that performance. These 2 aspects can be dissociated because performance is not the same as effectiveness.