ماهي الشروط اللازمة لتقيم الاداء الوظيفي للموظفين؟

 يمكن القياس من خلال القياس بالنتائج المحققه على أرض الوقع, مع مراعاه قياس نسب الإنحراف ف الأداء , 

 مع تحياتى 

حسن سالم

Respected Sir

I will take the example of a sales territory.  All sales territories are not equally productive. A sales man may be actually performing very well in a rural or semi urban region where he has to do lot of travelling . But if his performance is compared to that of the performance of an urban salesman who works on the phone and does little travelling it would be doing injustice to the rural salesman. Each employee should be assessed on a level playing field. That is the main condition.

In the HR department the Human resource manager does the (performance management system) PMS rating of an individual based on the bell curved stack ranking that is provided by the operations department. If there is any roster non adherence (employee comes late to work, leaves early or exceeds the lunch break )or any unscheduled leave ( leave not granted by supervisor), then points would be deducted while calculating the monthly incentive and yearly ranking of the employee.

·         The main condition of assessment is performance in comparison with other employees represented by the bell shaped statistical curve.

·         The next condition is discipline. If the employee is compliant of company rules then there is no deduction of points.