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This study examines thePerformance evaluation performance evaluationEvaluation of a small to medium-sized enterprise (SME) in Portugal, focusing on its performance evaluationEvaluation systemPerformance Evaluation System.(PES) (PES) and the correspondingPES impact impactsImpact based on employee perceptionsPerception. Given thatPerformance Evaluation System.(PES) PESs can serve multiple purposes and influence various aspects of a company, it is essential to utilize them effectively to maximize their benefits. However, the existing PESPerformance Evaluation System.(PES) of the company in question primarily functions to differentiate employees based on their remuneration. The objective was to (1) assess the current Performance EvaluationPerformance evaluation System (PES) of the company, (2) pinpoint its advantages and disadvantages, (3) examine the implicationsImplications of the PESPerformance Evaluation System.(PES) on the company’s other HRMHuman Resource Management (HRM) practices and overall job satisfactionJob satisfaction, and (4) propose recommendationsRecommendations and improvement actions that could facilitate organizational changeChange and environmental adaptation through thePerformance evaluation performance evaluationEvaluation system.

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A Performance Evaluation System in a Non-technological Portuguese SME: How Far Do We Need to Run?

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  • 发表日期：

    2025年

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  • Bárbara Balbina Macedo Marques,
  • Ana Paula Ferreira

摘要

This study examines thePerformance evaluation performance evaluationEvaluation of a small to medium-sized enterprise (SME) in Portugal, focusing on its performance evaluationEvaluation systemPerformance Evaluation System.(PES) (PES) and the correspondingPES impact impactsImpact based on employee perceptionsPerception. Given thatPerformance Evaluation System.(PES) PESs can serve multiple purposes and influence various aspects of a company, it is essential to utilize them effectively to maximize their benefits. However, the existing PESPerformance Evaluation System.(PES) of the company in question primarily functions to differentiate employees based on their remuneration. The objective was to (1) assess the current Performance EvaluationPerformance evaluation System (PES) of the company, (2) pinpoint its advantages and disadvantages, (3) examine the implicationsImplications of the PESPerformance Evaluation System.(PES) on the company’s other HRMHuman Resource Management (HRM) practices and overall job satisfactionJob satisfaction, and (4) propose recommendationsRecommendations and improvement actions that could facilitate organizational changeChange and environmental adaptation through thePerformance evaluation performance evaluationEvaluation system.