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More and more companies are implementing performance assessment processes - based on objective and non-discriminatory criteria - in order to inform their employees of their performance and whether they are meeting previously defined and disclosed objectives.
Carolina Bonina Cariano, Senior Associate in the Labour department, explains what is considered a good performance assessment process and reaffirms the need for an improvement and follow-up programme if the employee's performance is substandard.
“In fact, employees should be fully informed of the entire performance assessment process before it begins - including before the start of the period under assessment - thus enabling them to know and have the possibility of achieving the defined objectives, as well as to prepare for the assessment process,” says the Senior Associate.
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- RH Magazine