Tag Archives: employee performance review

How to Measure Employees Performance?

Have you ever thought what can be the biggest secret of achieving organizational success that is greater? Certainly it is the system of performance management that needs to be strong. It is the process that one puts in place for measuring and regarding workforce abilities to exceed as well as meet goals. Increase in the overall productivity, creating loyalty and improving the morale in employees through management of performance is crucial to the company. Such a process often outperforms competition. Employee Management system of performance is effective and is at best when true-payment-for-performance is established and that in turn helps in the development of employee engagement. Process of compensation plan of the company being liked to team or individual performance is inclusive of rewarding, measuring and setting performance expectations that are achievable.

The quality and productivity of employees

One of the factors that is the most common is productivity and is used for performance appraisals. It is indicative of output of the employees along with specific time amount. For instance calculations like X employee made y amount of sales or produced Y units per hour, may be considered good start however they do not illustrate the full story. Quality is a crucial performance aspect and to measure both productivity as well as quality you need to resort to Performance management system. For measuring quality one can think of assessing ways that shall be effective for each output by employees. Review calculations related to performance need to be made on a regular basis. Then numbers can be later shared with employees and that gives them chance for regular improvement.

Performance objectives and goals

Especially when there are goals about quality then management by the objectives works really well. Using the employee Performance management system means that employers need to sit with team members for setting goals. The goals can be set through conversation and that allows team members for having a say in job. This makes them to give in their all, more likely. Goals of team members can be abstract where communication skills need improvement and personal goals must tie always into higher goals of the organization. Employees thus must know ways for monitoring the work towards goals. This way as an employer, you get greater understanding of the expectations you have.

Measuring effectiveness of employees

Measuring the attendance makes good sense for location and time sensitive roles. If there are inquiries from customers flooding in, then expect support reps of customers to be available. If they aren’t present then customer experience as well as response time suffers. Attendance measurement examples include measuring the rates for how long and frequently employees get absent, percentage of the days when employees late checked-in and percentage of working time contracted that has been lost because of absence. This includes crude rate of absence and all the like.

Measuring employee improvement

Companies or employers often measure the improvement through number of sessions or training programs attended by employees each year. It is useful got measuring results of training opportunities while in reviewing performances. If employee’s performance metrics taken recently, are higher by at least ten percent then training deems effective.

Better Performance Management System for Employees

Performance of the employees is the key factor in the success of any business enterprise. It can make or break a company – be it in the production department or marketing or sales. Having a comprehensive system that looks after the performance evaluation of employees is needed by every organisation. That is where Performance Management System comes in.

What is Performance Management System?

A Performance Management System helps the company to attain the organisational as well as individual goals set down by the top brass administrators. Its main objective is to keep track of all the individual employees and their overall contribution to the department, to the project groups they are part of and to the organisation on the whole.

This forms the basis of job evaluation and employee management system which helps in determining the success of the HR management.

The importance of Performance Management System

The important aspects of a good Performance Management System include the following:

1. Goals and targets

It obviously takes into consideration the overall and individual objectives delegated to each employee and what exactly their role is in the big picture. Without the benchmark of a target, there will be nothing to match the employee’s contribution with to do the right evaluation and review of performance. It is to be kept in mind that the individual goals should be fair and realistic and in lines with the corporate ones.

2. Good communication

A good performance management system must have a clear and transparent communication in both directions of the flow. Superiors must convey the targets in specific strategic facts and the feedback coming from the Employees should also be the same. It helps in fighting ambiguity and opaqueness which are quite harmful and ahindrance to actual progress.

3. Balance between flexibility and control

The employees need to be allowed a certain degree of autonomy and flexibility to attain the goals in the ways best suitable for them. But at the same time, there must also be a control put on by the authority to a certain extent that follows thehierarchical command-compliance system. Only then there will be an equal and healthy balance between the two.

4. Continuous employee performance review

By continuous we do not mean daily, but rather a generic sense of frequency at which rate the employees are to be notified of their progress or lack of it and how it is being considered by the organisation. Performance evaluation is quite pointless if the concluded information about the employee contribution is kept with the authorities and not shared with the individuals – without feedback or a benchmark of expectation, their performances are not likely to get better on its own.

5. Action on performances

The most important aspect of employee, performance management system, is the consequence of it. The organisation must take action on whatever evaluation comes forward – if it a negative one then the employee must be held accountable,and if it is a positive one, then they must also be rewarded.

Performance management system in an organization helps in detailing of goals and helps the organization to identify poor performances and allows them to come with ideas to tackle these problems.

Essentials for Your Compliance Management System

In one word, compliance management is necessary for a business organisation for the purpose of keeping the whole operation within an organised system of working. Just like our body follows certain rules set down by nature by default, any organisational body also must do the same to keep going – except in this case it is not by default and the compliance of every aspect of the business has to be implemented.

Essentials for Your Compliance Management System

Here are some of the essential aspects of a good compliance management system.:

  • A defined audit cycle :- Making sure you have a defined audit lifecycle improves job performance, theefficiency of work as well as maintains the consistency in theworkflow. Once an audit cycle is fixed, the rest of the operations can fall in line keeping that as a yardstick for the organisational functions.
  • Checklist of compliance data :- There need to be certain points – like do’s and don’ts for a company as well. Based on that the compliance audit will be done; otherwise, there will be no base to start the audit and to determine whether the performance is at par or deviated.
  • Clear communication :- Once the audit cycle is determined, it must also be communicated to the entire organisation so that the different departments and project teams can schedule their tasks accordingly and also finish them in the time which tallies with the audit. The communication – be it an announcement or broadcast email – should contain the necessary information. The date, time, nature and personnel of the due audit must be communicated and then later on the result of it as well
  • Tools and support for the management :- A compliance management system is meant to make sure that the derived results of the audit are actually helping the organisation to react accordingly, fix their problems and work on the weak points and further sharpen the strengths. It is only possible when the management has access to the outcomes and analysis of the compliance audit and gets an insight into the risks and vulnerabilities. So instead of keeping the reports with the top administration, it should be handed down the command chain with the consequent orders.
  • Digitalisation of compliance data :- Nowadays nothing can be easily attained without the help of technology. To make the compliance audit work, the employee performance review and every other result should be made available in digital format for easy referral and instant decision making. It makes organisation tasks faster and also gives a more factual insight into the compliance situation for everyone to see instead of generic statements.
  • Self-assessment and analysis :- For compliance management system, it is essential to let the employees self-assess themselves as to where they stand in terms of compliance analysis. Self-evaluation is better than any other form of feedback,and with the audit data made available that leaves scope for the employees to match themselves with the results and expectations and where exactly their own contributions stand.

An employee management system is an asset to any corporation or business. It helps in creating an organizational method of working.

5 Tips for Effective Employee Performance Evaluation

Employee Performance Evaluation

The major reasons for which you need to carry out a review of the employees offering services in your company is to improve their behaviour and style of work. However, you need to document the good and bad work of the employees as well for which reviewing the work is an important work you need to handle. Whether it is adjustment in the salary, making changes in the plan of review or approaching the daily issues which affect the productivity of the employees in an organization you need to follow the right methods. However, there are tips that you need to follow to make the method of review perfect.

  1. Regular reviewing plans

You need to carry out the review more frequently while the employees deliver the work and the sooner it is the better it is for the employees. Ideally, the feedback must be carried out within the right time to enhance its effectiveness and combining regular and formal reviews is the best you can do to improve your business. For Employee Performance Evaluation it is necessary to call for the services of experts instead of the business owner taking the hassles.

  1. Twin communication process

Reviewing the employees must never be a one-sided affair as you need to get the feedbacks of the employees as well. For instance, if you have provided negative appraisal about an individual you must keep the lines of communication open or allow the person to prove the point. Communication is an essence of the process of review.

  1. Documenting the reviews

The performance evaluation report has to be signed by the employee and refusal in this case can enhance the problems to a great extent. If an employee refuses to sign on the document the matter should be brought to the notice of the Employee Management System.

  1. Related to job and objective

The review report must focus on the tasks that are handled by the employees rather than on the other issues and it is good to make it in the objective format. Ideally, there is no job descriptions which is as elaborate as the responsibilities that the employees need to handle but the performance review must be sizeable and based on measurable standards that are to be emphasized. You must avoid holding vague discussions with the employees rather hit the right pockets to extract the information you need.

  1. Good and bad aspects

When you review the performance of the employees you need to pull pout the pros and cons to maximize the efficiency of the review report. If there is an area which requires attention and you are keen to improve it is necessary to discuss the goals and changes are to be incorporated quickly to view the effects clearly.

Meeting the goals

As far as the performance review is concerned you have to find out ways in which to share the information with the employees. You need to have a comprehensive account of the performance of the employees and the feedback must be easy to share with the senior and to digest by the employees of your organization.