EVALUATION OF HUMAN RESOURCES PERFORMANCE, ACTIVITY EVALUATION AND CAREER RIGHTS OF PUBLIC OFFICIALS

Abstract

Performance evaluation, also called employee classification or results evaluation, consists of assessing the degree to which employees fulfill their job responsibilities. Evaluation can be beneficial to both the organisation (public institution) and individuals (civil servants) only if it is carried out correctly. The methods and techniques used depend on a number of factors such as: the history and culture of the organisation, size, field of activity, strategic orientations and the hiring, salary and promotion system. Performance evaluation allows the detection of weaknesses, potential and professional training needs. In order to evaluate employee performance, it is necessary to determine the performance criteria and standards in advance. Choosing performance criteria involves identifying the most important personality characteristics, responsibilities and types of activities specific to each position. The criteria are compared with the standards, which represent the desired level of performance. Performance evaluation can be carried out by direct managers, by subordinates, by employees in similar positions, by those concerned or by external experts. A number of methods can be used in performance evaluation, such as: classification by categories, comparative methods, personality tests, descriptive methods, review of a field or a series of special methods.