The organization with private capital, offers a tendency to be conceived as "the Business"; that is, as an activity that generates utility, interest, profit, profit, through a commitment acquired between the owner of that capital and the labor force that participates in the execution of the activity in question.
Ah, how can this be achieved, because by pushing everyone towards a common goal that represents "Business Success", in which everyone wins... I think I hear some of my colleagues: "in a win-win relationship!
What does performance evaluation have to do with this introduction and what does it have to do with Steem's projects?
It visualizes this subsystem of personnel management as a tool that generates and processes the information required on the critical path that indicates to both parties where to go, in an organization whose material, financial, computer, procedural, and procedural resources, used by the workforce, are not static, but evolve as the Organization grows, and therefore, the resources mentioned, as well as the human talent involved, have to adapt, growing at the same speed.
For example, do you remember what happens in the series "Hulk, the Incredible Man"?
In this synergy of the forces that push towards the final objective of the organization, one of the sources of information would be immersed in the P.E.D (Performance Evaluation Process), through which the required adaptations between the theoretical and the real would be inspired.
Example:
- The technological adequacy of the equipment, tools, systems, as well as the procedures and people who use them V.S. the process of recruitment and selection of personnel.
When the job performance evaluation tool is applied, the events of the weaknesses and strengths that occur there can be detected, and the relationship between the job profile and the profile that the occupant must have is then reviewed.
Adjustments are made to the level of studies required (not enough of a Maintenance Technician, but an electronics engineer).
It is included that you must have Auto-Cad domain, etc.
It is ratified that it is indistinguishable whether the occupant is male or female.
Intervals in age are corroborated.
The same technological adaptation V.S. Training, detecting the need for training in the changes that have occurred in the position and/or the need for specialization to grow towards other levels of performance.
This technological adaptation V.S. Occupational Health and Safety: When the evaluation instrument is applied, the fear of certain movements, noises, odours, displacements caused by new risks arising from the performance of tasks that have been modified can be detected in the occupant, and the occupational health and safety programme, risk notifications, personal protection equipment, etc. are then revised.
And so, successively, the relationship with the salary system, labor relations and/or collective bargaining agreements, in short, with what organizational development represents.
However, the interesting thing about this is that performance evaluation, also known as Work Performance Evaluation, should be perceived as a tool allied to the supervisor and the worker, because it offers not only weaknesses that generate sanctions-corrections, but also strengths that support future promotions-corrections, recognitions... For the supervisor, together with his or her team, to have a way to strengthen the management of his or her area... In other words, all together, to benefit from the benefits...
What if this does not apply to the public organization? of course it does! even in our legislation for the public official, there is provision for performance evaluation, periodic, that is, mandatory, that in the private company, it is not available and could be perceived as optional.
Experience leads me to understand that tangible results in the private sphere can give performance evaluation such importance in the management of human talent, and that, since the management of the public service is based on SERVICE, which has a certain intangible character...
My mother and I talk about this subject and I write it all up, as if it were a university class in the area of industrial relations, because when I talk to her about Steem's projects and communities and Steemit's publications she sees the organization that they have, proposing that a human resources department should be implemented in the communities to not only analyze the projects, but also to analyze those who work in those activities, initiatives, projects and to improve the quality/effectiveness.
Information source: Estibalitz M Amuchategui A. Industrial Relations Professional graduated from UCAB-Caracas (1975), with forty-two (42) years of experience among others:
Private Organizations (Industrias SABAL, VIASA, CADA, Productos EFE, Organización Pepsicola y Hit de Venezuela, Coca-Cola/Panamco, Granitos del Orinoco + Iutirla/U.N.E.S.S.R./U.N.E.R.M.B.)
Public (C.V.G., GOSH/Sistema Bolívar, Ferrominera Orinoco, Instituto Salud Pública/ISPEB + UNEFA).