Hi all, I am currently evaluating staff performance and have found that their job descriptions are too vague for the employees to set feasible objectives for themselves. Does anyone have an opinion on the best way to tackle this challenge?
Thanks,
Sam
From Nigeria, Abuja
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Thanks,
Sam
From Nigeria, Abuja
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Well, the best way you can do this is to first evaluate the candidates' work experience and skills. Based on that, prepare a job description that matches the candidate's profile. Then, assign some related tasks or projects to them.
From India, Lucknow
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191From India, Lucknow
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I suppose you have answered your own question. If the job descriptions are too vague, who is responsible for changing them? This seems to be a poor case gone from bad to worse. Look at the situation here. Markets and economies are changing every day. This, in turn, changes employees' job roles and their productivity too. If you have not set the right expectations by communicating a change in job roles/descriptions, you surely cannot make a comment on their performance.
Regards,
The Training Specialist.
From India, Mumbai
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Regards,
The Training Specialist.
From India, Mumbai
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In my point of view, performance management can be successful when the criteria of the job are clear for both the employee and employer. Thus, we have the concept of performance management (SMART), which clearly mentions the criteria when setting objectives for the employee. In my opinion, at the current stage, you can set objectives based on the key result areas of the job scope and simultaneously start the job analysis process for your organization.
Regards
From Singapore, Singapore
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From Singapore, Singapore
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Employee Performance Evaluation Form.doc
Employee Performance Evaluation Form.pdf