This process helps to ensure that the work is carried out in the most satisfactory manner. The evaluation essentially helps to make decisions regarding the improvement of employee efficiency through special incentives such as pay, promotions, transfers, meeting educational needs, etc. The more relevant to the subject matter an organization’s selection and evaluation system is, the higher the self-concept of those selected (Gilliland, 1994).įinally, from a legal point of view, unfair procedures create issues of recourse in justice for workers who have been wronged, as there is not much pressure from society for a policy or legislative changes that would protect equality and fair methods, according to the aforementioned procedures. From an ethical point of view, the self-concept, self-efficacy and self-esteem of rejected candidates are affected, with consequences either for job search behavior (Ellis & Taylor, 1983) or job performance (Dipboye, 1977 Gist & Mitchell, 1992). From a business perspective, candidates reacting (because of their unfair treatment) during the selection process affect the organization’s ability to hire highly qualified people, thereby negatively affecting the overall usefulness of the relevant process (Boudreau & Rynes, 1985, Murphy, 1986, Ragazou, Passas, Garefalakis, 2022a). Abolishing appraisal systems will not prevent people from evaluating performance (Grote, 1996).Įvaluation processes are becoming increasingly important from a business, ethical and legal point of view (Gilliland, 1993).
But since many of these informal spontaneous assessments can be wrong, a formal process is necessary to limit the chances of biased and uninformed assessments. People evaluate others, whether there is a formal evaluation process or not. Essentially, it is the basis for identifying the strong and weak points of the employee, so that with the appropriate actions along the way, they can be motivated and guided in order to improve and achieve better future performance (Ragazou et al., 2022a). Appraisal can be a formal process that takes place at predetermined intervals and applies specific methods, or it can be an informal process where each supervisor of a company observes their subordinates during their work and comments on their positive or negative elements. Employee performance appraisal is a process through which each employee is assessed to meet the requirements of their position. As Latham & Wexley (1993) argue, most people consider rating systems necessary but do not like to use them.
Performance evaluation in recent years has become a common phenomenon in companies, organizations and now almost everyone has an evaluation system, but this does not mean that they are content with it. The proper staffing of the bodies contributes to the achievement of the organizations’ goals, that is both improving and increasing efficiency and saving financial resources. In fact, the selection of personnel these days is not a simple process of placing employees in specific jobs. The constant changes in the working conditions and the increasing work requirements, make it necessary to staff the organizations, bodies and also to promote worthy, capable, experienced and talented people to positions of responsibility. As Golec & Kahya (2007) argue, “Modern employee selection and evaluation is a complex decision-making process that has the ability to place the right employees in the right jobs at the right time.” The competitive advantage is achieved when the organization combines in the best possible way its productive resources with its organizational culture, that is the values that dominate, through the human resources that are called upon to implement them. In a world that is constantly taking on new forms, due to rapid economic, technological, political and cultural developments, we realize that the human factor, specifically its management, becomes increasingly important in delivering results when it comes to a public body.
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