The employer is the person who hires the employee or worker and ensures that the latter does what needs to be done for the effective operation of the enterprise. Therefore it is vital that an employer will not only supervise the employee, but evaluate the performance of his work to make sure that the latter does his job and does it right.

The most important objective in evaluating an employee’s performance is to gauge how well he is doing his job and how his performance is contributing to the over-all operation of the employer’s enterprise. The results of the evaluation, if desirable and promote the efficiency and effectively of the employers main business, could be used as a basis for promoting the employee, giving him additional compensation, or at least, commending the employee for his or her efforts. If the results of the evaluation prove to be less than desirable, then the employer may use this as a ground for reprimanding the employee, imposing the appropriate sanction, or worse, terminating the employee from employment. All these alternative courses of action have the end goal of the well-being of the operation of the employer’s business.

Keeping in mind the evaluation’s main objective and the possible courses of actions to be taken, the employer must decide what type of evaluation he will conduct. One type is the result based evaluation. Here, the performance of the employee is assessed based on his rate of production. The more productive he is, the better his performance. The assumption is that the higher a worker’s rate of production is, the more he contributes to the operation of the business. Another type of performance evaluation is the trait focused performance evaluation. Here, the characteristic of an employee is the basis of his performance. Desirable traits such as helpfulness and reliability are considered. If the worker possesses such advantageous traits, he scores high on his evaluation. Finally, employers also utilize the behavior focused performance appraisal system where the employee’s performance is reviewed by observing what he actually does when he works and the manner in which he does his job. In this type of evaluation the worker will be monitored while he works and how he interacts with his fellow employees will also be studied.

After choosing what type of evaluation to implement, the employer must then decide who is best suited to conduct the evaluation considering the nature of the evaluation to be done and its purpose. With the right person in place to conduct the performance evaluation, the employer may initiate and commence the conduct of the same.

Once the results of the performance evaluation forms are submitted to the employer, he should review the same forms and consult with his employees. He should notify them of such results and give them ample opportunity to present their side if there is a need to do so. After which, he should then decide on the proper course of action to be undertaken,

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