Hi:
Can anyone help me know how should HR keep track of employees performance.
1) How is s/he performing?
2) Does s/he have any issues?
3) Is his/her manager satisfied by his/her performance?
Its necessary that HR has updated information about employees performance.
For this Hr is supposed to co-ordinate with employees and managers regularly,
But question is how do we keep the track of their performance/issues (if any), and HR's updates on them, which we can later use as records too.
Please suggest....
From India, Mumbai
31Can anyone help me know how should HR keep track of employees performance.
1) How is s/he performing?
2) Does s/he have any issues?
3) Is his/her manager satisfied by his/her performance?
Its necessary that HR has updated information about employees performance.
For this Hr is supposed to co-ordinate with employees and managers regularly,
But question is how do we keep the track of their performance/issues (if any), and HR's updates on them, which we can later use as records too.
Please suggest....
From India, Mumbai
Hi Gladys,
Employee performance needs to be monitored for several reasons:
1) To ensure work is being done and targets met.
2) To provide data for any incentives/bonus that the employee may be eligible for at the year end.
3) To help in the growth and development of the employee.
4) To identify areas of discontent and solve for them to retain employees and reduce attrition.
5) To encourage employees to share their concerns with the right people at the right time thus creating an environment of well being and high morale.
Depending on your reason/s for tracking employee performance, you can do it at different levels for best results:
1) Informal conversations with the reporting person on a weekly basis.
2) Monthly meetings to monitor performance against targets and provide concrete steps to imporve performance.
3) Quarterly or half yearly formal appraisal in the presence of an HR person to ensure everything is captured in detail.
4) Annual appraisal which will encapsulate all the discussions of the year and help decide the course of action for the coming year as well as the incentive and bonus figures.
You need not do all of this but whatever you do try and be consistent and clear about the objectives for best results.
All the best,
Dimple
From India, Mumbai
Employee performance needs to be monitored for several reasons:
1) To ensure work is being done and targets met.
2) To provide data for any incentives/bonus that the employee may be eligible for at the year end.
3) To help in the growth and development of the employee.
4) To identify areas of discontent and solve for them to retain employees and reduce attrition.
5) To encourage employees to share their concerns with the right people at the right time thus creating an environment of well being and high morale.
Depending on your reason/s for tracking employee performance, you can do it at different levels for best results:
1) Informal conversations with the reporting person on a weekly basis.
2) Monthly meetings to monitor performance against targets and provide concrete steps to imporve performance.
3) Quarterly or half yearly formal appraisal in the presence of an HR person to ensure everything is captured in detail.
4) Annual appraisal which will encapsulate all the discussions of the year and help decide the course of action for the coming year as well as the incentive and bonus figures.
You need not do all of this but whatever you do try and be consistent and clear about the objectives for best results.
All the best,
Dimple
From India, Mumbai
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Employee Appraisal Form new.doc