OBJECTIVE VS. SUBJECTIVE IN THE HUMAN RESOURCES EVALUATION PROCESS

The analysis of the previous researches in the field indicates different results regarding the perception of the process of professional evaluation of the performances of the workers. This is why a broader investigation has been proposed of the way in which the employees give confidence to the management personnel and the way they perceive the periodic evaluations. The identification of the attitude of the employees regarding the correctness of the professional evaluations and the relation between it and the trust in their managers is the general objective of the research. For a scientific treatment of the specific objectives, the research approach requires the existence of a number of three stages: an initial, qualitative study, which aims to gather information on the social representation that the workers have about the process of evaluating human resources performance, such as identifying stereotypes, misconceptions that regular employees develop in relation to the process of evaluating human resources performance; a pilot study, aimed at choosing and adapting the research instruments that will be considered and their pre-testing to ensure the quality of the measurement; the actual research in which the instruments will be administered to a research group consisting of employees, but also of managers or representatives of the human resources departments belonging to the private and public system for collecting data in relation to the management of the human resources evaluation process within to each organization. The results of the statistical analysis as well as those of the qualitative analysis emphasize that the null hypothesis can be rejected, claiming that social stereotypes exert a statistically significant influence on the process of evaluating the professional performances of workers.