Hi!
I agree with the above conceptual framework on Performance Management. That's why our PMS is an integrated system with five (5) critical parts, namely: Performance Planning, Performance Review/ Assessment, Performance Conference and Feedback, Improvement & Development Planning, and Recognition, Rewards, or Sanction.
But the frequency and timing of the conduct of appraisals is always dependent on two critical factors, namely: Size of the organization, and the Size of the HR Department. When a company is quite big, and HR is only composed of the HR Manager and a couple of junior staff, conducting more than one appraisal in a given year is nearly impossible.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel:
From Philippines, Parañaque
89I agree with the above conceptual framework on Performance Management. That's why our PMS is an integrated system with five (5) critical parts, namely: Performance Planning, Performance Review/ Assessment, Performance Conference and Feedback, Improvement & Development Planning, and Recognition, Rewards, or Sanction.
But the frequency and timing of the conduct of appraisals is always dependent on two critical factors, namely: Size of the organization, and the Size of the HR Department. When a company is quite big, and HR is only composed of the HR Manager and a couple of junior staff, conducting more than one appraisal in a given year is nearly impossible.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel:
From Philippines, Parañaque
Employee engagement and performance are inter-linked. A high level of employee engagement in an organization brings superior business performance. With employee engagement and performance, the organization can have increased profits, productivity, employee retention and customer metrics. So, now we know that keeping employees engaged is a way to make them perform better.
But how do we get there?
Organizations always assume that their employees are happy and satisfied working with them. But sometimes, they fail to notice that their employees are not well engaged which could lead to poor performance. For organizations who keep their employees well engaged always have room to improve.
Let us read on some tips to improve employee engagement and performance in an organization.
Goals and expectations should be clearly communicated: It is important to let your employees know how a target actually looks like. Goals and objectives motivate employees to perform better. Therefore, information that has to be communicated should be sketched and informed clearly.
Figures of profit should be shared: The Company should keep their employees informed of what is happening. When the company is making huge profits, the employees should be updated with where their contributions are going in the big picture. When you do this, they feel a great sense of worth. Do not hesitate or fail to share the bad news, instead be more strategic on how you deliver it.
Always have open communication: Organization should always have an open mind. Encourage your employees to express their views, opinions and ideas and listen to them without any criticism. You never know, you might just get a brilliant idea for the project you are working on from your employees.
Immediate feedback: Immediate feedback is a solution for many problems. It saves a lot of time, gets the work done in the right way with minimum faults and keeps the team and the management in sync. Immediate feedback shows that the employees are monitored constantly and the good work is appreciated.
Constant feedback on positives: Positive feedback motivates employees of all level. Constant positive feedback is a good way of employee engagement and performance. This is a way to say that when people are told what they are doing well, then they will continue doing it, or even better.
Trust and sense of belonging: When employees work in a team and are headed by someone, they need to trust their team members and the leadership. Organizations should have non-work activities as well, to foster employee engagement and performance.
From India, Chennai
But how do we get there?
Organizations always assume that their employees are happy and satisfied working with them. But sometimes, they fail to notice that their employees are not well engaged which could lead to poor performance. For organizations who keep their employees well engaged always have room to improve.
Let us read on some tips to improve employee engagement and performance in an organization.
Goals and expectations should be clearly communicated: It is important to let your employees know how a target actually looks like. Goals and objectives motivate employees to perform better. Therefore, information that has to be communicated should be sketched and informed clearly.
Figures of profit should be shared: The Company should keep their employees informed of what is happening. When the company is making huge profits, the employees should be updated with where their contributions are going in the big picture. When you do this, they feel a great sense of worth. Do not hesitate or fail to share the bad news, instead be more strategic on how you deliver it.
Always have open communication: Organization should always have an open mind. Encourage your employees to express their views, opinions and ideas and listen to them without any criticism. You never know, you might just get a brilliant idea for the project you are working on from your employees.
Immediate feedback: Immediate feedback is a solution for many problems. It saves a lot of time, gets the work done in the right way with minimum faults and keeps the team and the management in sync. Immediate feedback shows that the employees are monitored constantly and the good work is appreciated.
Constant feedback on positives: Positive feedback motivates employees of all level. Constant positive feedback is a good way of employee engagement and performance. This is a way to say that when people are told what they are doing well, then they will continue doing it, or even better.
Trust and sense of belonging: When employees work in a team and are headed by someone, they need to trust their team members and the leadership. Organizations should have non-work activities as well, to foster employee engagement and performance.
From India, Chennai
Dear friends,
My post is in support of the above post. I provide consulting services to establish comprehensive Performance Management System (PMS) in the company. To know the details of the services, you may click the following link:
#post2152684
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
My post is in support of the above post. I provide consulting services to establish comprehensive Performance Management System (PMS) in the company. To know the details of the services, you may click the following link:
#post2152684
Thanks,
Dinesh V Divekar
[B]
From India, Bangalore
Thanks for sharing this wonderful article.
With regard to your point on Open communication, the most important is to remain approachable by a superior. You may be having 100s of tasks but to take out time to listen and understand what subordinates have to say is important.
From India, Pune
With regard to your point on Open communication, the most important is to remain approachable by a superior. You may be having 100s of tasks but to take out time to listen and understand what subordinates have to say is important.
From India, Pune
Employee Performance Management is a holistic process of people management, where the primary objective is to establish a culture wherein individuals and groups take responsibility in meeting the organizational goals by utilizing their skill set. In simple words, employee performance management is establishing a shared understanding about what is to be achieved and how it has to be achieved.
The Employee Performance Management Process Model basically has 4 steps.
Performance Planning : Performance planning is the first step of Employee Performance Management Process where performance expectations and goals for employees to channel their efforts to meet organizational objectives. Performance planning should clarify the expectations and standards for the job. It should set performance and development goals which show what will employee strive to achieve and what knowledge/skills will the employee work to develop or enhance.
Monitoring Employee Performance: During this process, employee performance is monitored and evaluated. This is done to increase the effectiveness of the organization. Monitoring also includes day-to-day coaching and feedback, where the performance of the employee is discussed on a regular basis. Performance feedback about the employees and successes and areas that need improvement.
Regular Performance Check: The progress or the process should be checked regularly to identify successes and improvement areas in meeting the expectations and standards, achieving performance and development goals .
Formal performance review: Employee feedback is reviewed annually and the performance outcomes and development results are documented. A plan is designed for the coming year.
A good performance management process or the system works towards the improvement of the overall organizational performance by managing the performances of teams and individual employees to ensure the achievement of the of the overall organizational ambitions and goals.
From India, Chennai
The Employee Performance Management Process Model basically has 4 steps.
Performance Planning : Performance planning is the first step of Employee Performance Management Process where performance expectations and goals for employees to channel their efforts to meet organizational objectives. Performance planning should clarify the expectations and standards for the job. It should set performance and development goals which show what will employee strive to achieve and what knowledge/skills will the employee work to develop or enhance.
Monitoring Employee Performance: During this process, employee performance is monitored and evaluated. This is done to increase the effectiveness of the organization. Monitoring also includes day-to-day coaching and feedback, where the performance of the employee is discussed on a regular basis. Performance feedback about the employees and successes and areas that need improvement.
Regular Performance Check: The progress or the process should be checked regularly to identify successes and improvement areas in meeting the expectations and standards, achieving performance and development goals .
Formal performance review: Employee feedback is reviewed annually and the performance outcomes and development results are documented. A plan is designed for the coming year.
A good performance management process or the system works towards the improvement of the overall organizational performance by managing the performances of teams and individual employees to ensure the achievement of the of the overall organizational ambitions and goals.
From India, Chennai
Actually performance management system used to analyze the performance of employees. It generally helps at the time of appraisal. Performance management system is varies from company to company. Company gives some target based work to employees and according to that performance is calculate. The work other than routine work is consider as extra ordinary work and calculate for ratings.
From India
From India
Dear Friends. please Advice me While visiting factory inspector at factory, which document we should keep ready ?
From India, Mumbai
From India, Mumbai
@ Niteshjethwa
From HR point of view I think following documents required while factory Inspector visits.
1) License of premise to work as Factory (periodical renewal if applicable)
2) Record & licenses of hazardous machinery & chemicals (Example: Chemical – Acid, Machines – Boiler, etc.)
3) Records for Health & Safety for workers
4) Muster rolls (ON-Rolls, Off-Rolls, Contract Labor), overtime, Leave records
5) Periodical return as per Factory Act, 1948
6) Accident Report Register & Copy of Intimation to the Governing Authorities
From India, Ahmedabad
From HR point of view I think following documents required while factory Inspector visits.
1) License of premise to work as Factory (periodical renewal if applicable)
2) Record & licenses of hazardous machinery & chemicals (Example: Chemical – Acid, Machines – Boiler, etc.)
3) Records for Health & Safety for workers
4) Muster rolls (ON-Rolls, Off-Rolls, Contract Labor), overtime, Leave records
5) Periodical return as per Factory Act, 1948
6) Accident Report Register & Copy of Intimation to the Governing Authorities
From India, Ahmedabad
Employee turnover technically projects the rate of employees leaving a company and new employees filling up their positions. Employee turnover is not a good thing for any company as it directly hits the cost aspect. And yes, employee turnover is expensive.
What could be the reason for employee turnover? There is a saying that most employees leave their managers. If this could be one of the reasons, then inadequate pay could be the other. Surprisingly, neither one of these are the main causes for employee turnover.
Then why do employees quit their jobs?
Here are the main reasons of employee turnover.
Lack of vision: Initially, no employee cares about the company's profit but about their personal interest and gains. These shortsighted employees come with high expectations without realizing that the process would take some time. Therefore, they tend to change jobs.
Salary scale: This is the common reasons why the employee turnover rate is high. Employees are for sure in search of jobs that pay them well. When employees are underpaid, they tend to look out for jobs that offer considerable pay.
Work environment: Work environment is also the main cause for employee turnover. Every employee would want to work in the environment that he is comfortable in. This is one such reasons why employees jump from one company to another in a just a couple of months.
Paucity of motivation: Employees who leave due to lack of motivation are not among those who look forward for a pat on their back, but those who would want to know if their work adds value to the company's growth.
Growth policies: This is the prime reason why employees quit their job. Employees always look up for potential opportunities for advancements and promotions.
No employee engagement: Employee engagement is one of the important motivator. Employees would be happy to be a part of the company's ups and downs, and therefore they should be kept posted with all the happenings in the organization.
From India, Chennai
What could be the reason for employee turnover? There is a saying that most employees leave their managers. If this could be one of the reasons, then inadequate pay could be the other. Surprisingly, neither one of these are the main causes for employee turnover.
Then why do employees quit their jobs?
Here are the main reasons of employee turnover.
Lack of vision: Initially, no employee cares about the company's profit but about their personal interest and gains. These shortsighted employees come with high expectations without realizing that the process would take some time. Therefore, they tend to change jobs.
Salary scale: This is the common reasons why the employee turnover rate is high. Employees are for sure in search of jobs that pay them well. When employees are underpaid, they tend to look out for jobs that offer considerable pay.
Work environment: Work environment is also the main cause for employee turnover. Every employee would want to work in the environment that he is comfortable in. This is one such reasons why employees jump from one company to another in a just a couple of months.
Paucity of motivation: Employees who leave due to lack of motivation are not among those who look forward for a pat on their back, but those who would want to know if their work adds value to the company's growth.
Growth policies: This is the prime reason why employees quit their job. Employees always look up for potential opportunities for advancements and promotions.
No employee engagement: Employee engagement is one of the important motivator. Employees would be happy to be a part of the company's ups and downs, and therefore they should be kept posted with all the happenings in the organization.
From India, Chennai
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