Cum se face evaluarea salariatilor?

Cum se face evaluarea salariatilor?

[:ro]Evaluarea salariatilor intra in sarcina departamentului de resurse umane al fiecarei companii, si are ca scop stabilirea nivelului de dezvoltare profesionala a angajatilor si imbunatatirea performantei organizationale.
Pentru evaluarea salariatilor departamentul de resurse umane elaboreaza procedura de evaluare care se gasesc in regulamentul intern sau in contractul colectiv de munca unde este cazul.
Ce cuprinde procedura de evaluare a salariatilor?
Procedura de evaluare a salariatilor trebuie sa se gaseasca in regulamentul intern sau in contractul colectiv de munca, si cuprinde urmatoarele:

  • Obiectivele de performanta individuala. Obiectivele de performanta pot fi stabilite impreuna cu angajatul sau de catre angajator, si trebuie sa fie specifice, realiste si masurabile;
  • Criteriile de evaluare. Criteriile de evaluare a activitatii se comunica salariatului inca de la angajare, fiind cuprinse in contractul individual de munca, in regulamentul intern sau in contractul colectiv de munca, si de fiecare data cand acestea sufera modificari. Angajatorii pot stabili criterii de evaluare diferite pentru functiile de conducere si functiile de executie;
  • Periodicitatea evaluarii. In functie de specificul companiei, evaluarea salariatilor se poate face la 6 luni sau la 1 an;
  • Convocarea salariatilor la evaluare. Inainte de evaluare, angajatorul informeaza salariatii despre perioada evaluarii, ziua si ora in care este programat fiecare salariat la evaluare, despre obiectivele evaluarii, despre comisia de evaluare si reaminteste criteriile de evaluare;
  • Obligatiile partilor pe perioada evaluarii profesionale. Fiecare companie stabileste drepturile si obligatiile partilor. De exemplu: angajatii au obligatia de a se prezenta la evaluare la data si ora stabilita de angajator si de a trata cu seriozitate evaluarea, iar angajatorul are obligatia de a stabili obiective de performanta obiective si cu respectarea demnitatii salariatilor si are dreptul de a schimba criteriile de evaluare unilateral;
  • Comisia de evaluare. Evaluarea salariatilor se poate face de catre seful direct cand societatea are un numar mic de angajati, de o comisie de evaluare numita de angajator, formata din 3 membrii permanenti si 3 membrii supleanti (pentru situatiile in care membrii permanenti nu pot fi prezenti), sau de o comisie externa contractata de angajator.
  • Evaluarea propriu-zisa. Pentru evaluarea propriu-zisa avem nevoie de instrumente de evaluare, care pot fi fise de evaluare, teste sau discutii libere (interviu), in urma carora rezulta calificative. Calificativele se stabilesc dinainte si se noteaza cu cifre de la 1-5, unde 1 este inacceptabil si 5 este exceptional, sau prin litere de la A la E unde A este excellent si E este insufficient. Rezultatele se trec in rapoartele de evaluare.
  • Comunicarea rezultatelor evaluarii. Rapoartele de evaluare se aduc la cunostinta salariatilor care semneaza si primesc un exemplar, originalul ramane la dosarul angajatului.
  • Procedura de contestare a rezultatelor si rezolvarea contestatiilor. Pentru situatiile in care angajatii nu sunt multumiti de rezultatele evaluarii, procedura de evaluare trebuie sa contina si modalitatea de contestare a rezultatelor, in care se mentioneaza clar termenul in care se contesta si in care se rezolva contestatia;
  • Consecintele evaluarii. Evaluarea salariatilor este o procedura care ajuta foarte mult departamentul de reurse umane in viitoarele decizii pentru ca obiectivele pe termen mic, mediu si lung ale companiei sa fie indeplinite. Astfel, in caz de rezultate slabe izolate incearca sa dea sansa salariatului respectiv de imbunatatire a calitatii muncii prestate si a performatei individuale, poate identifica nevoi generale de dezvolatare profesionala sau poate apela la concedierea salariatilor care nu corespund profesional. De asemenea evaluarea salariatilor poate ajuta in promovarea salariatilor, in acordarea de prime si bonusuri.

Evaluarea salariatilor este o procedura ampla, nu ezita sa ne contactezi cand ai nevoie de ajutor![:en]Employee evaluation is the responsibility of the human resources department of each company and aims at establishing the level of professional development of employees and improving organizational performance.
For employee evaluation, the human resources department develops the assessment procedure that is found in the internal regulation or in the collective labor agreement where appropriate.
What does the employee evaluation procedure contain?
Employee evaluation procedure must be found in the internal regulation or in the collective labor agreement, and includes the following:

  • Individual Performance Objectives. Performance goals can be set together with their employee or by the employer, and must be specific, realistic and measurable;
  • Evaluation criteria. The evaluation criteria for the activity are communicated to the employee in the employment process, being included in the individual labor contract, in the internal regulation or in the collective labor contract, and whenever they undergo changes. Employers may set different evaluation criteria for management positions and execution positions;
  • Periodicity of the evaluation. is depending on the company’s specificity, employees can be valued at 6 months or 1 year.
  • Convening employees on evaluation. Before the evaluation, the employer have to informs employees about the evaluation period, the days and times when each employee is scheduled for evaluation, about the evaluation objectives, about the evaluation commission, and recalls the evaluation criteria;
  • Obligations of the parties during the professional evaluation. Each company establishes the rights and obligations of the parties. For example: Employees have an obligation to submit to the assessment at the date and time set by the employer and to treat seriously the assessment and the employer has the obligation to set performance objectives  and respecting the employee’s dignity and has the right to change the criteria unilaterally;
  • Evaluation Commission. Employee evaluation can be done by the direct manager when the company has a small number of employees, by an assessment commission appointed by the employer, consisting of 3 permanent members and 3 alternates (for situations where permanent members can’t be present), or by an external commission contracted by the employer;
  • The effective evaluation. For the effective evaluation, we need evaluation tools, which can be evaluation charts, tests or free talks (interview), resulting ratings. The assessments are set beforehand and are scored by numbers 1-5, where 1 is unacceptable and 5 is exceptional, or by letters from A to E where A is excellent and E is insufficient. The results are written in the evaluation reports.
  • Communicating the evaluation results. Evaluation reports are brought to the employee’s attention who sign and receive a copy, the original remains in the employee file.
  • Procedure for challenging results and settling complaints. For situations where employees are not satisfied with the results of the evaluation, the evaluation procedure must also contain the means of contesting the results, clearly mentioning the term in which the contestation is submmited and in which this is solved;
  • Consequences of the evaluation. Employee evaluation is a procedure that greatly aids the human resources department in future decisions for the company’s short, medium and long-term objectives to be met. Therefor, in the case of poor isolated results, it tries to give the respective employee the chance to improve the individual performance, may identify general needs for professional development or may resort to the dismissal of employees who do not correspond professionally. Employee evaluation can also help promote employees, or in granting bonuses and benefits.

Employee evaluation is a complex procedure, do not hesitate to contact us when you need help![:]

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