The Performance Assessment is a systematic assessment of the performance of each employee based on the activities they perform, the goals and results to be achieved and their development potential, which generates many positive effects on the company.

In short, it can be said that the Performance Assessment is the process by which organizations assess the performance and development of the employee in the position.

Otherwise, it can also be said that the Human Performance Assessment in companies is a tool for estimating the use of the individual potential of people at work and the potential of the entire organization.

Thus, this process can also serve as an artifice to judge or estimate the value, excellence and qualities of a person and, above all, their contribution to the development of the organization.

It can be seen, through the definitions of Performance Assessment , that it is something quite complex, encompassing several factors.
Theoretically, it is possible to conceptualize the Performance Evaluation as a technique whose main characteristic is to reflect the particular aspects of the company in which it was implemented and whose particular aspects meet the basic requirements of the job groups, as well as the people involved.

In practice, it is easier to characterize Performance Appraisal as a feedback system that provides information regarding the successful implementation of a workforce plan.

The first performance management approach emerged with the definition of evaluation standards within the context of scientific management proposed by Taylor in the early 1900s.

Basically, employee performance was measured in the same way as machine performance.
The focus for achieving good results in the production process was to assess standards of productivity, quality and time taken to execute.
Some time later, during World War I, people's ability to carry out activities became the center of performance management.
US Army officers were continually evaluated for their leadership skills, and this approach eventually spread to other contexts, such as government and industry.
Around the 1950s, performance measurement began to also assess employee behavioral issues and the delivery of work performed. Realizing that evaluating performance by the results delivered (goals, profit obtained, number of customers, behavior) was something simple, companies began to see performance as a consequence and not as a follow-up process to be done in the long term.

In 1954 Peter Drucker's concept of Management by Objectives (APO) emerged and was soon adopted by various organizations. With this, the employees' Performance Assessment began to be structured based on the objectives defined by the company. However, as selecting measurable goals for each department and position was not a trivial task, many companies also stopped using this method. Before 1990 the new trend that emerged was to measure the behavioral part of employees, as it was seen as a simpler method; and between 1990 and 2000 the focus became competency assessment; which consists of evaluating knowledge, skills, attitudes and other capacities.

Currently, the most used method in performance management is in the evaluation of behavior together with the focus on results. This is due to the fact that the behavioral factors are directly linked to the good performance of the activities and, as a consequence, the achievement of the results / goals proposed by the company. Therefore, evaluating only behaviors, without analyzing the deliveries made, is not the most effective way to identify the employee's level of development.

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performance evaluation: what is it, how to do it and what types
The professional performance evaluation is a strategic action that organizations undertake to understand the level of performance of its employees. This helps to develop them, in the medium and long term, polishing them to grow individually and collectively.

This action benefits the company with more productivity , engagement and motivation , in addition to constantly improving results. Through efficient people management , leaders learn a lot about their employees. For example:
They identify which points of improvement can be applied in the organization's day-to-day activities;
They find individual and collective talents that can be used in the most varied situations.
And this is only possible through periodic performance evaluation within the company.
The benefits of performance appraisal are often expressed by HR specialists during major industry events. However, we found it interesting to reinforce these points, through a complete material, which you can refer to whenever you need.

That's why we've produced this definitive guide to job performance appraisal. In the following topics, you will understand everything about:
The concept of performance appraisal;
Your benefits;
The different types and performance indicators that can be observed;
The route on how to make efficient performance evaluation.

Good reading!
Professional performance appraisal concept
As discussed above, the professional performance evaluation is an element that only has to add to the calendar of the Personnel Department of any company, in which leaders meet with their employees to share the results, measurable or not, of the performance of each professional .

The performance evaluation, therefore, contributes to:
The employee understands what and how they can improve, in addition to controlling what they have done that is different in their routine;
The manager obtains more positive results and manages to strengthen ties with employees;
The company guarantees positive and diverse indices with less costs.
Overall, teams that know how to do a performance review gain valuable insights into the organization's growth, starting with developing employees , their most valuable assets.

After all, it is clear that when the professional finds himself valued and constantly challenged and evolving, he works harder, in a more satisfying and productive way.

Also read: Happy employee produces more ? Find out here!
However, your company may miss out on great opportunities for continuous evolution, even if the concept of professional performance appraisal is not that old. How did performance appraisal come about? HR performance evaluation emerged at the beginning of the second half of the 20th century. Precisely, when the benefits of people management started to be better studied and explored in practice.

This is because, as discussed in the previous topic, human resources specialists understand the physical and psychological effects on the behavior and attitudes of professionals, when companies focus on their well-being at work and on their quality of life. Gradually, this broad and diversified technique began to engage different types of organizational culture in companies of all segments and sizes. Until, in the early 1990s, the American Frederick Winslow Taylor invested in scientific research on performance evaluation.

As we can see, the concept of professional performance appraisal has only been applied for thirty years. Therefore, its structure remains in constant evolution from new approaches and ideas.

Did you know that there are different types of professional performance appraisals to be applied? See an example:
A few years ago, managers were satisfied with stipulating specific goals for employees and classifying efforts and achievements in a model of grades ranging from 1 to 5. Logically, the time and qualified results of this performance evaluation model allowed the arrival of new forms of performance evaluation, as we will see later. One of the main reasons for this change to happen was the need for employees to be increasingly challenged. Therefore, this reality does not deal exclusively with the profile of millennials and Generation Z .