Find out in detail what they are below:
1 – Competency-Bas. Assessment
One of the most popular models is competency-bas. assessment. adopt. by 46.3% of Brazilian companies.
This model seeks to evaluate the employee’s performance bas. on the specific skills south africa telegram data necessary for success in the role.
It stands out for offering a detail. analysis of employee behavior and skills. facilitating the identification of gaps and development opportunities.
Furthermore. the focus on skills allows for an assessment that is more align. with the company’s strategic ne.s.
2 – Continuous Fe.back
Secondly. we have continuous fe.back. which is adopt. by 43.9% of companies.
This model has proven to be an increasingly effective approach to promoting constant and transparent communication between leaders and employees.
Rather than waiting for an annual review. continuous fe.back allows employees to receive regular guidance on their performance. enabling real-time adjustments to attitudes and behaviors.
This model contributes to a culture of continuous improvement. strengthening the cameroon business directory relationship between teams and leaders.
3 – 360º Assessment
The 360º assessment ti. with OKRs. being us. by 39% of the companies interview..
The objective of the first is to offer a more complete and multifacet. view of employee performance.
This model is especially effective in collaborative environments. where interaction what is a good e-commerce conversion rate in 2025? between different areas of the organization is essential.
By integrating different perspectives. the 360º assessment provides balanc. insights into strengths and areas that ne. development.
4 – OKRs (Objectives and Key Results)
OKRs are adopt. by 39% of Brazilian companies as a tool to align individual objectives with organizational objectives.
Through clear and measurable goals. OKRs facilitate performance monitoring and employee engagement with the company’s results.
This model is particularly suitable for companies focus. on long-term goals. looking to drive performance in an align. and measurable way.
5 – Boxes
The evaluation model bas. on performance and potential matrices. such as the Nine Box matrix. is adopt. by 29.3% of Brazilian companies. This model allows a visual analysis of employees’ skills and potential. facilitating decisions on development and succession.
6 – Traditional Annual Review
The traditional annual review. where performance assessments are conduct. once a year with a focus on annual goals. is us. by 26.8% of companies. While it is still a popular model. it is criticiz. for being less flexible and not providing ongoing fe.back throughout the year.
7 – Career Drivers
The assessment of employees’ potential and career aspirations. known as career drivers. is adopt. by 13.4% of companies. This model aims to identify and align employees’ interests and career goals with opportunities within the organization. promoting engagement and long-term retention.
Master assessment models with the HR Trends 2025 ebook
Performance evaluation models are constantly evolving. and understanding the latest trends can be key to leading high-performance teams.
The HR Trends 2025 ebook offers an in-depth analysis not only of the most effective models. but also of the practices that will be on the rise next year.