The assessment of people’s performance and appraisal of their work and services in order to recognize the strengths and weaknesses of their performance is an age-old practice. A glimpse at books written on human resources management indicates that most thinkers and management experts believe that before making any important decisions such as promotion, pay rise, allocation of bonuses, educational planning, formulating development and optimization plans, transfers, as well as appointments and dismissal, organizations should first evaluate their staff and assess their ability, skill, behavior, merits, performance, as well as potential and active capacities, on the basis of suitable criteria.
Among various methods used for assessing the performance of employees, behavior observation scale (BOS) provides a comprehensive outlook for abilities, job specifications, behavior and qualifications of various individuals. Therefore, the current study aims to answer the question that whether the assessment of staff performance according to BOS method can improve their performance. The main assumption of the study is the existence of a meaningful relationship between the performance assessment according to the behavior observation scale and the improvement in performance, which has been subdivided into four subordinate assumptions. The study results at Imam Sadeq (AS) University have shown that the four subordinate assumptions of this study, which include proving existence of a meaningful relationship between performance assessment according to BOS and the performance improvement indicators, are confirmed.