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Exploring measurable criteria to improve evaluation procedures of human resources
Panagiota PAMPOUKTSI, Spyridon AVDIMIOTIS, Markos AVLONITIS

Last modified: 2019-11-15

Abstract


A preliminary study showed that present performance appraisal systems are considered by the employees, unreliable and subjective and as result they are unable to reveal the real potential of human resources. Employees also consider the existing appraisal procedures bureaucratic, with vague targets and improper evaluation criteria especially formed so as to depict the suitability of employees or future candidates through recruitment procedures to fulfill the positioning needs of a certain job. The present study assessed preliminary data in order: a) to define the parameters and criteria that could improve reliability of evaluation procedures aiming to the selection of the suitable employees or future candidates for certain job positions, and simultaneously b) to clarify which criteria can be measured and must be included in an evaluation system in order to obtain objectivity and meritocracy. A number of such criteria are proposed as a basis of setting the proper procedure of a better, easy to run, transparent, measurable and reliable evaluation system

Keywords


parameters, objectivity, meritocracy, job description, matching

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