Understanding PEP: When It's Done and What Outcomes to Expect?

Can anybody help me to understand what PEP is all about and at what point in time it is done, and what are the outcomes of it?

PEP Programs

There are two PEPs in HR. One is the PEP= Professional Enhancement Programs for the employees. These trainings are conducted in-house by trainers as well as in the community by volunteer trainers for the local population. These programs could include:

- Presentation skills
- Managing projects
- Effective team leadership
- Writing skills
- Training skills
- Communication skills
- Personal effectiveness
- Mediation skills
- Reaching others
- Running successful meetings
- Representing community
- Working with the community
- Conflict resolution
- Working in partnership
- Neighbourhood management
etc.

The second PEP in HR is the Performance Evaluation Program which is carried out by the supervisor/manager on the employee to determine the total compensation for the said period, which includes:

- Base salary
- Merit increase
- Financial benefits
- Non-financial benefits like medical, etc.

Regards,
LEO LINGHAM

Thank you, LEO LINGHAM.

But I guess it has to do with some additional things besides what you have mentioned. I believe PEP is more suitable or commonly used when evaluating an employee's performance, especially in sales and marketing, where their productivity is measured, for example, immediately after 30 days or 60 days of joining.

Based on my understanding, I think that at the end of 30/60 days, the employee is assessed by their supervisor to evaluate their performance. If the employer perceives that the employee has performed averagely, the employer will establish certain standards, targets, improvement areas, and strategies to follow. The employer would collaborate with the employee to ensure they reach the targets and perform better.

Any comments or suggestions?

PEP

YES, PEP is applied to a number of areas such as:
- SALES
- PRODUCT MANAGEMENT
- PRODUCTION
- CUSTOMER SERVICE
ETC.

In the case of SALES, it can be applied to:
- NEW EMPLOYEES every three months
- SELECTED EMPLOYEES every six months
- EXPERIENCED employees every 12 months.

THE PROCESS IS THE SAME:
- Review/analysis
- Identification of gaps in performance (quantitative/qualitative)
- New performance targets agreed
- Resources allocated
- Rewards as incentivization to develop and perform.

Regards,
LEO LINGHAM