Final answer:
The main goal of the performance evaluation process in HR is to assess and document an employee's job performance, provide feedback, guide professional development, and help make decisions about promotions and pay raises.
Step-by-step explanation:
The main objective of the performance evaluation subfunction of the HR department is to assess an employee's performance in relation to their job duties, set objectives, and overall contribution to the organization. This assessment typically leads to various outcomes, such as identifying areas for personal development, making decisions about promotions and pay raises, and addressing any issues or opportunities for improvement. It also serves to document performance for human resource purposes and may include setting future performance goals and expectations.
Performance evaluations may adopt different forms, such as the traditional one-on-one meetings between an employee and a supervisor, or a more comprehensive 360-degree feedback approach, where feedback is gathered from multiple sources. Regardless of the method, these evaluations help in documenting and reinforcing good performance while identifying and addressing areas where the employee may be struggling or underperforming.
Preparation for a performance evaluation is important as it becomes a part of an employee's official record and influences career progression. Being formal and well-prepared can show professionalism and readiness to engage in constructive dialogue about one's work performance.