PERFORMANCE APPRAISALS
The majority of Brazilian companies are lacking in regards to their system of performance appraisals. All parts of the federal administration are expected, but not required, to conduct performance assessments on their employees. Although this is a common practice, there is not a common mold that employers in Brazil follow when conducting performance assessments of their employees. The level of implementation also varies and in some companies, the assessments rely on the personal opinion of the supervisors. It is mandatory for almost all public employees in Brazil to have a performance appraisal evaluated on them. The common performance appraisal takes place in the form of an employee meeting with their immediate supervisor on a yearly basis and includes written feedback from said supervisor.
Performance appraisals are not essential for career advancement and remuneration in Brazil, holding only a medium importance. Brazil uses performance related-pay to a slightly lower extent. However, performance-related pay is used for most government employees and can account for 16-72% of their base salary.
Brazil has had to face many challenges when it comes to implementing performance management techniques within their organizations. The bureaucracy in Brazil is far from meeting the requirements advocated by the performance management doctrine, which calls for more focus on results and increased managerial authority. As of now, the system has a low focus on results and low managerial authority. This is due to the administrative constructions over human resources. There have been initiatives recently at both the local and state level to help address this issue.
Sources:
OECD. (2012). Human resources management country profiles: Brazil. Retrieved from
http://www.oecd.org/gov/pem/OECD%20HRM%20Profile%20-%20Brazil.pdf
Gomes, R. (2010). The Need For Real Performance Management in Brazil. Retrieved from
http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1608743
The majority of Brazilian companies are lacking in regards to their system of performance appraisals. All parts of the federal administration are expected, but not required, to conduct performance assessments on their employees. Although this is a common practice, there is not a common mold that employers in Brazil follow when conducting performance assessments of their employees. The level of implementation also varies and in some companies, the assessments rely on the personal opinion of the supervisors. It is mandatory for almost all public employees in Brazil to have a performance appraisal evaluated on them. The common performance appraisal takes place in the form of an employee meeting with their immediate supervisor on a yearly basis and includes written feedback from said supervisor.
Performance appraisals are not essential for career advancement and remuneration in Brazil, holding only a medium importance. Brazil uses performance related-pay to a slightly lower extent. However, performance-related pay is used for most government employees and can account for 16-72% of their base salary.
Brazil has had to face many challenges when it comes to implementing performance management techniques within their organizations. The bureaucracy in Brazil is far from meeting the requirements advocated by the performance management doctrine, which calls for more focus on results and increased managerial authority. As of now, the system has a low focus on results and low managerial authority. This is due to the administrative constructions over human resources. There have been initiatives recently at both the local and state level to help address this issue.
Sources:
OECD. (2012). Human resources management country profiles: Brazil. Retrieved from
http://www.oecd.org/gov/pem/OECD%20HRM%20Profile%20-%20Brazil.pdf
Gomes, R. (2010). The Need For Real Performance Management in Brazil. Retrieved from
http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1608743