One of the biggest challenges facing the Human Resources department today is knowing how to evaluate team performance. There are several possibilities and methods that can be used, all with their positive and negative points.
The issue is managing teams by focusing on complex human beings, who have skills and talents, as well as areas for improvement. Furthermore, no type of assessment is completely objective, as it depends on emotional factors.
In this article, we will show how this process has changed over time and how HR Analytics helps to measure potential more accurately.
In addition, we will address metrics that are developing south korea whatsapp data with an eye to the future and indicate the best ways to evaluate performance.
The evolution of performance evaluation for team management
How to evaluate team performance
The traditional form of performance evaluation no longer has any place in today's world. Focused on the analysis of the subordinate made by the boss, this is a very subjective action, which does not always consider the employee's potential for improvement.
Since the 1980s, this panorama has been changing, with a movement that favors evaluation as a two-way street.
In other words, the manager makes his analysis, but the employee also has this possibility. Thus, he can indicate what he feels is missing in the management and how it can be improved.
Read also: Skills Map: How to Define a Career Plan for Your Team
Over time, especially after the 2000s, this evaluation format was expanded and peers, customers, suppliers and other stakeholders began to be included. This is the so-called 360º evaluation, which highlighted two important concepts:
Performance refers to what has already occurred, for example, in the last 6 months of employee X's work .
Potential is related to the career development possibilities for that individual .
In this context, performance evaluations began to leave relationships and subjectivism aside and began to be based on data.
HR Analytics and the support of technology
With the increasing need for data to assess individuals' performance, this analysis tool emerged, which helps select the employees best suited to the job profile and, consequently, allows the company to have a more satisfactory return.
Read also: 6 tips for building high-performance teams
Analytics for HR is based on big data, a tool that allows data to be collected, interpreted and understood to make more accurate decisions. The idea here is to use the information registered on employees to make a more accurate assessment.
This new tool can be seen as a different way of thinking. This is because it is possible to generate knowledge through the organization and interpretation of data, managing human capital and achieving the success of the company as a whole.
Thus, HR Analytics encompasses quantitative and qualitative dimensions to make predictions and work with different scenarios. In this way, the company bases its decisions about human capital on data and can go beyond basic information.