PERFORMANCE EVALUATION - Essay Example

Assignment Ref: Performance March 20, 2006. Performance Evaluation Format (Institution Name)(Author’s Name)(Affiliation or Class) Performance 2Performance Evaluation Format IntroductionPerformance evaluation is an essential tool to monitor, control and improve the performance of personnel both as individuals and as a team. In this paper, I will outline an appropriate format for the sales personnel of Luxurion Auto.Elements of EvaluationFollowing parameters are considered appropriate for sales personnel, to ensure measurability and assessment without subjective judgment:Individual task outcomesTarget and performanceCustomer relationsBehaviorLeadership skillsCommunicationJob performanceTeam work & interpersonal relations TraitsHonesty and integrityEvaluation Individual targets are measured in terms of number of enquiries generated, deals concluded and income gained for the company in a specified times, say, each month and each quarter.

This measure also reflects upon the customer relations maintained by the individual on which, the supervisor could give his remarks.Leadership skills are demonstrated by consistently exceeding targets of performance both as an individual and as a group to which one belongs. Performance beyond the call of duty and Performance 3training juniors / peers reflects upon group performance. Communication skills are essential for demonstrated leadership and the supervisor can give his remarks.

Honesty and integrity are important characteristics of personality. These are not only concerning financial dealings but also about the readiness of an individual to own up actions, learn from mistakes and strive for improvement. Here again, supervisor can give a value judgment.Summary Format devised above relies substantially upon measurable parameters on the one hand and upon the assessment of supervisor which itself has a direct relationship with the measurable parameters, thus eliminating subjectivity to a large extent.

Greater emphasis is laid on behavioral aspects of an employee compared to traits since the former has a direct and greater bearing upon the success of the individual and his team in achieving the performance targets. Based on the elements of evaluation, in association with the line supervisor concerned, I will develop format for periodical recording of performance. These records are to be maintained by the supervisor for on-going review and also overall review at the time of annual assessment.

For annual assessment, I will devise a separate format (again based on the same elements of evaluation) which will be filled-in by the supervisor. This format will have not only the supervisor’s assessment but also a record of his interaction with the employee on the assessment itself and the employee’s own remarks. This will commit the employee for owning up his shortfalls (if any) and spur him to greater efforts in areas of deficiency. Thus, I will work towards an open and transparent system of appraisal, which will meet the due process of assessment.

Performance 4 Team performance appraisals are not very relevant in the sales department of an auto company unless the sales persons are grouped as teams. Assuming that Luxurion Auto has teams of salesmen (divided on some basis like a territory or a market segment) and group targets are set for such teams, I will certainly create team performance appraisal formats.