Abstract:

When bringing into discussion the process of competencies appraisal, the first thing that comes in our mind is the end of this process, more precisely, the report sheet. This is most of the times associated with terms like penalties and punishement, or most of the time with terms that do not describe the reality.
As in school, the grade, along other similar qualifications, would have helped to provide a certain feature, level of competency, label for each student. The proven fact is that there were days when the students had great to excellent contributions and other days when they were not at their full potential. That is why a grade, a mark, a qualification, taken into consideration for a short period of time, could not reflect the actual potential of the student. The same thing could happen to all types of employees. And this is to the knowledge of very Human Resource Expert.

Furthermore, in order to achieve the most accurate image on someone’s competencies, together with his/hers performance at the workplace, for a given period of time, we should take into consideration a well planned and detailed process of evaluation which lasts long enough to cover as many aspects and features as possible, in order to generate a wide and clear profile that is going to help both the evaluaror and the perosn that is evaluated.

The world largest companies came in Romania and brought their well-developed know-how on employee assessments, while the SME’s have tried to duplicate their strategies at a narrow scale and the result was surprisingly bad.

Our study would bring into discussion facts about performance appraisals of SME employees, the results undertaken so far, while providing a framework of the actual necessities.

Keywords:

Performance appraisals, assessment, employee, SME.