Enterprises want to know what are the benefits of evaluate the level of job completion. Based on what job completion evaluation criteria? What is the method of assessing the effectiveness of job completion? All these questions will be answered by Viindoo right in the following article.
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Why is it important to evaluate the level of work completion
Managers need to evaluate job completion level regularly for the following reasons:
- Ensuring work progress
During the evaluation process, managers will clearly know which employees have actually achieved the goals as expected at the beginning. At the same time, the level of work completion will be associated with completion on schedule.
Therefore, managers need to evaluate the level of work completed by employees throughout the work process, the time of completion and also the final quality. Managers, thereby, will know where employees are having difficulties finding solutions and provide support timely. Besides, assessing the level of work completion from time to time also makes employees focus and exert more effort when working.
- Anticipating problems
Employees not completing assigned tasks will affect the overall progress of the team, the organization, and the business. The cause of this problem may be due to employees themselves or objective factors such as the market, customers, etc. Therefore, when looking at the employee's work completion level, the manager can sense as well as anticipate problems that will occur to the common goal and provide timely solutions.
- As a basis for reward and penalty
Employees when completing a job well should be rewarded promptly. At the same time, when an employee is late or does not complete the assigned work, the manager should take disciplinary action. In order to have a reasonable reward basis, managers need to conduct an assessment of the task completion of each employee.
Why is it important to evaluate job completion?
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Criteria for assessing job completion
Nature of work
Based on the nature, work will be divided into 3 the following categories:
- Category 1 - Jobs with strategic development orientation: This is usually the work of senior leadership positions.
- Category 2 - The work of monitoring the implementation process: This is usually the work of the personnel in charge of middle management positions.
- Category 3 - Compliance and support work: This is usually a job for employees in departments or teams.
To assess the completion of each type of work, different measures will be required. However, assessment of any kind needs to be done well and on time so that the business can operate smoothly and efficiently.
The process of assessing the level of completion should consider the nature of each job position
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Working frequency
Evaluate the level of job completion of employees must also be considered on the basis of their work performance. Managers should conduct recognition or reward for employees who complete all tasks with a steady frequency. As for employees who have a varying frequency of completing work, managers need to find out the problem they are facing.
Evaluation based on working frequency
Work efficiency
Work efficiency is always one of the important job completion evaluation criteria. To measure this factor, the manager divides the amount of work completed by the original goal. The measured results will reflect whether the employee is completing the task as originally planned or not.
Job development
In addition to the job completion level, managers need to assess what experience, knowledge, or skills employees have acquired in the process. From there, managers will give tips for employees to develop more work and career skills.
Evaluation according to the level of work development
Method of assessing the level of work completion
To evaluate the work completion level of employees most effectively and accurately, enterprises can apply the following 3 methods:
- Scale method: Managers will conduct an evaluation on a scale from 1 to 10.
- Paired comparison method: Managers will compare the job completion level of two randomly paired employees. The two staff members will also conduct an assessment of themselves and each other.
- Goal management method: Managers will evaluate the level of task completion based on previously set goals.
Methods of assessing job completion
Notes when evaluating job completion
Enterprises should pay attention to the following issues in the process of evaluate the level of job completion to avoid errors, causing brain drain and missing out on talented employees.
- Evaluation is based on many criteria: Each enterprise needs to develop its own evaluation criteria to suit the internal situation but still ensure all elements of progressive spirit, working attitude, expertise, eagerness to learn, soft skills, etc.
- Objective assessment: Managers should clearly distinguish between work and personal matters in the process of employee evaluation. In addition, they should not be biased toward anyone and always evaluate in a transparent and objective manner.
Sample of job completion assessment
To be able to build a job completion assessment form, businesses can refer to the sample form below:
Sample of job completion assessment form
Besides, enterprises could evaluate the level of job completion by using HRM software.
Ready to experience the excellence?
Evaluate the level of job completion will help managers get important information and data to optimize the working process of employees. Enterprises, on the other hand, can use Viindoo HRM software to monitor, track and evaluate the work of employees more effectively.
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