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The impact of work assessment practices on the perceived job satisfaction of public employees in Greece

Stavrakaki Georgia

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Summary

The main objective of this dissertation is to approach the issue of evaluation in the public sector as much as possible and to present its effects on job satisfaction.The present research focuses on human resource management and evaluation processes, on the methods developed by theoretical and practitioners researchers as well as on how business-organizations can be developed in a healthy way through the various evaluation systems since it is now acceptable, that the contribution of human resource management to the success of organizations / companies is now a reality.Our goal is to develop quality human resources that will contribute to improving competitiveness and promoting sustainable development. Human resources are actually now one of the most important elements in any organization, since they act as a driving force to provide a sustainable source of energy and service provision. Technological developments and the human factor are the main tools in the hands of businesses- organizations, so that they can be more flexible and adapt more easily to the new data of the modern era. But beyond adaptation, businesses seek both to grow and to maximize their competitiveness by utilizing the most of their productive resources.The subject of the dissertation and at the same time the main reason that one would like to engage in research, is the contribution of the evaluation of human resources in the public sector, in the effort to provide better services to citizens, but primarily in cultivating a sense of self-satisfaction. employees with their fair and meritocratic evaluation will be able to better meet the labor requirements of the institutions in which they serve.The key question is whether the result of the civil servant's work or the result of a public service can be evaluated with both objective and quantitative criteria.The main reasons for the limited implementation of the previous laws (3230/2004 and 4250/2014) but also of the evaluation systems, may be combined with the way the articles of the laws were designed. That is why the current evaluation of civil servants in order to be successful must have the following characteristics:a) To be the subject of substantial consultation with the employees but also to precede the information of all involved (unions, administrations, organizations, etc.) on the manner and purpose of its implementationb) To clarify and interpret each article of the law, without uncertainties and prejudices, as well as having a transitional period of adjustment while providing the required means and tools of work to the judged employees, before the evaluation.c) To define specific performance measurement indicators and to make an electronic application with software that supports the technique of the Balanced Score card, the management through objectives and the monitoring and measurement of the result based on defined indicatorsd) Evaluation reports should be supported electronically in a clear manner and the following should be clarified in advance: • what the evaluation report contains • when, how and by whom they are written • by whom they are evaluated • agreed (or not) improvement measures • possibly objections and possibility of counteracting the evaluation • specific issues and special evaluation committeee) The evaluation should be done after appointing supervisors with transparency, meritocracy but also based on specific training they will receive and not by assignment. Moreover, to apply the model of two-way evaluation (for example evaluation of the supervisor by the existing one with anonymous questionnaires).Employee evaluation can be used in many ways to encourage thein development. For that reason, the characteristics of the work environment are considered important for the effectiveness or not of the evaluation system. The evaluators, the methods, the working environment, the relations with the colleagues and the policy of the institution, are some of the elements that influence their attitude and shape their satisfaction with the current evaluation framework. Through targeted questions, through both the qualitative and quantitative research we carried out, we tried to capture the satisfaction resulting from the evaluation system applied in the Public Administration.

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