Protection: the workstation must contribute for well-being of the employees and provide to protection against possible retaliaes or persecutions. 4. Assistance: the organization must answer to the necessities special of each employee giving to them assistance for in such a way. 5. It disciplines and conflict: the organization must have clear rules to deal with disciplines and the conflict. 2,4 Evaluation of performance As can be folloied the performance of the professionals during its permanence in the team? With that frequency will be evaluated formal? That criteria will be used in the performance evaluation (fulfilment of objectives, satisfaction of beneficiary the using public/, contribution of the professional to the results of the organization in the period)? What instrument will be used in the evaluation of performance of the professionals? To who the responsibility of its application will fit? The evaluation procedures will allow to the evaluation of the controlling for its team and the auto-evaluation? Many companies believe that are enough to fill the evaluation, it tabulate the results and ready: the process of Management for Abilities is implanted, but it is not well thus. The process must be dealt with much attention, since to create expectation in the people and not to show resulted practical later, will only lead to the lack of credibility in the performance evaluation and consequently, a climate of diffidence in the process.
When we create expectation in the people they wait that resulted they are presented. That plain of development they are tracings, and more than what this, that feedback on its work is given daily. The area of Human resources must take front in this process and prepare workshops to create the internal culture of the performance evaluation. To leave well clearly for the managers who stop evaluating the people, we have before to create this habit.