“Accurately drilling down to employee metrics is a cornerstone strategy in terms of making sure that criticism remains constructive, as it is harder to argue with fact than opinion”
Most times, HR’s are faced with the best practice on how to handle employee’s job performance. The job Performance Appraisal is done by some company either: Annually, bi-annual, quarterly and so on.
It starts off with employees appraising themselves first using a paper-based system, then HOD and Management Appraisal as the case maybe. When this is done, a lot of paper must have been distributed and passed from employee to HOD/Supervisor and then HR, which may lead to improper filing or recording of information.
This method has been proven to be both unreliable and counterproductive.
Implementing a more structured and employee centered performance management system will fill up the vacuum of the paper based process.
A performance management system includes the following actions.
- Developing clear job descriptions and employee performance plans which include the key result areas (KRA’) and key performance indicators (KPIs).
- Negotiating requirements and performance standards for measuring the outcome and overall productivity against the predefined benchmarks.
- Providing continuous coaching and feedback during the period of delivery of performance.
- Identifying the training and development needs by measuring the outcomes achieved against the set standards and implementing effective development programs for improvement.
- Holding quarterly performance development discussions and evaluating employee performance on the basis of performance plans.
- Designing effective reward systems for recognizing those employees who excel in their jobs by achieving or exceeding the set standards in accordance with the performance plans.
The PayDayNG payroll solution has a built-in performance management module that objectively defines employee performance based on key performance indicators (KPI’s) which can be set up to measure employee: productivity, quality of work, internal influence, and goal attainment.
Also, the strengths and weaknesses of the employee can be better assessed by the employer in order to determine their training and development needs.
Employers may even be able to see the potential for an employee to do better in another department or area of the company after reviewing feedback from multiple sources.
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