Performance appraisal and 360 degree feedback is a major concern and responsibility of corporate human resources management (HRM). It is the systematic description of workers’ job-relevant strengths and weaknesses.

In the telecom industry, appraising employee performance is a function of human resource planning (HRP), which combines subjective (qualitative) measures with the objective (quantitative). Accurate evaluation of each employee’s performance can be used to assess:

At the same time, the very act of monitoring and measuring employee performance can generate side-effects that interfere with the overall performance of the typical telecom company. Thus, assessing employee performance in the telecom indusrty requires implementation of appropriate appraisal procedures.

Measuring employee recognition of quality of worklife (QWL) provides ratings of worker job satisfaction, which relate to their commitment to and enthusiasm for completing job tasks. To what extent does enhanced QWL contribute to greater productivity? Are better satisfied employees more motivated?

Assessment can determine if each worker’s measured motivation adds value to the company productivity and performance. At what point does employee motivation depend on such HRP-determinants as recruitment, training and incentives?

Virtually every aspect of telecom work requires technological proficiency, from basic repair and job scheduling, to higher-level tasks involving new system development. Does the employee have sufficient technical skill to capably handle assigned job tasks, adding value to corporate functions?

Each job has a range of performance-levels that must be met to ensure satisfactory completion of work responsibilities, measures tied to cost-of-work and production. Will this employee benefit from further training?

Performance appraisal generates data appropriate to HR decisions regarding employee pay, benefits and bonuses. It also provides reliable parameters for promotion/demotion decisions, as well as guidelines for disciplining poor performance, tardiness, absence, etc. Should salaries increases by based on an incremental system for worker service and seniority, or should they be based essentially on good performance? Similarly, should promotions be based on seniority or performance?

Performance appraisals are a significant component of HRM operations. Contact us at Grapevine Evaluations and avail yourself of our expert professional services, designed to improve the quality and meaning of your employee assessments.

Our experience in the field can show your HRM the value of such QWL-practices as employee empowerment/participation, job rotation, and merit-based promotions and compensation for motivating improved worker performance. Accuracy and reliability are guaranteed. Your telecom firm will benefit not only from better analysis of worker performance, but also from the increased employee participation/productivity and job satisfaction resulting from putting the right worker in the right job.