A fieldwork on the assessment and increasing of the employee?s performance in forest products industry sector (furniture and panel factories case)

One of the most interested issues, from the bottom to the top management level, is the proper and fair assessment of the performance. Performance evaluation in general meaning covers the systematic assessment of the weak and strong aspects of the employee with respect to the job and feedback of this assessment.The study deals with the panel and furniture industries of the forest products industry which is a significant part of the manufacturing industry. Objectives of the study are the assessing and analyzing the employee performance of the employee in the panel and furniture industry factories and defining the factors helping the performance to increase. Study has two phases. First phase included the evaluation of the 42 most relevant and common factors in the literature that affect the employee performance by the managers and engineers. Data of the evaluation process analyzed via SPSS. 26 of the factors were significant. Second phase included the 499 questionnaires defining the 26 performance factors in detail in 105 particleboard, fiberboard and furniture industries businesses in 19 different provinces.Analysis of the data revealed the most important factors of employee performance in forest products industry sector. The study concluded that some physical job factors are significant for the employee health. Employees don?t have problems in terms of the politic worldview and cultural differences. They feel comfortable to make shared works with other employees. 6-7% of the employees stated that they?ve faced mobbing.Study concluded with a performance assessment scale. This performance scale has two different parts. One part includes the questions to be answered by the employees. The other part includes the questions to be answered by the performance evaluator. Scale produces a performance score between 100 and 500 in the aggregate. Scores less than the 249 represent the bad performance and scores higher than 350 represent the good performance. This scale makes possible to compare the employees.