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The reason for the evaluations made within the scope of the Performance Management System is beyond giving a grade to the employee; It is to identify the good and strong aspects of the person, to reveal the deficiencies and the aspects that need to be developed.
Thus, the employee sees the results of his own work, in a sense the outputs, and evaluates the results of his individual success. The performance level of the employees enables them to nominate themselves for various positions within the framework of their personal career plans.
On the other hand, he has the opportunity to make evaluations about the direction of his career development.
In the Performance Management system, there are the following sub-modules that should be followed periodically in separate processes:
It is the system in which the institution shakes hands and follows up on the extent to which the conditions of the business agreement with the person are fulfilled, the extent to which the interests and abilities of the employee are reflected in the work, the business success of the person, and whether the person reaches the standards in the job description.
It is the system in which the actions that the person will take in order to reach the competencies required for the current and target position are defined and followed.
It is the system in which the orientation and development processes of the personnel recruited in the institution are followed on the basis of personnel and manager.
It is the system in which the business relations with the units, suppliers, customers, subordinates and superiors are evaluated.
It is the system in which the professional career goals of the employee are planned and the professional skills and competencies required for the upper position are defined and followed.
