It should be noted that this model

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The productivity of employees or, simply, to check how much each one contributes. Traditionally, and due to a lack of measurement tools, the differences in productivity were very large. Fortunately, today there are technological tools that facilitate work based on objective parameters, such as big data systems . Consequently, traditional worker performance evaluation systems have to be updated taking into account this factor.

Also the idiosyncrasy of the job and the level of training. This article explains how it is evolving from the traditional system to new forms of monitoring that empower employees. The classic performance appraisal model Traditionally, the Canada Email List performance evaluation model consisted of monitoring the progress of the worker with a certain periodicity. This could be done in various ways, more or less successful, but the initiative came from either the company's management.



The Human Resources department . It is not surprising because the main interest in the worker fulfilling his mission is the management of the company or the person in charge of the Administration. The most common case is the personalized interview between the company representative and the worker in which progress is discussed. The usual thing is that a contact of this type is carried out every year , in which the objectives that had been set when the exercise began are evaluated.