Hi,
Can anyone help me understand how HR should keep track of employees' performance?
1) How are they performing?
2) Do they have any issues?
3) Is their manager satisfied with their performance?
It is necessary for HR to have updated information about employees' performance. To achieve this, HR is supposed to coordinate with employees and managers regularly. The question then arises: how do we keep track of their performance and any issues they may have, as well as HR's updates on them, which we can later use as records too?
Please suggest your ideas on this matter.
From India, Mumbai
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31Can anyone help me understand how HR should keep track of employees' performance?
1) How are they performing?
2) Do they have any issues?
3) Is their manager satisfied with their performance?
It is necessary for HR to have updated information about employees' performance. To achieve this, HR is supposed to coordinate with employees and managers regularly. The question then arises: how do we keep track of their performance and any issues they may have, as well as HR's updates on them, which we can later use as records too?
Please suggest your ideas on this matter.
From India, Mumbai
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Hi Gladys,
Employee performance needs to be monitored for several reasons:
1) To ensure work is being done and targets are met.
2) To provide data for any incentives/bonuses 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 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 reasons for tracking employee performance, you can do it at different levels for the 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 improve 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 to be consistent and clear about the objectives for the best results.
All the best,
Dimple
From India, Mumbai
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Employee performance needs to be monitored for several reasons:
1) To ensure work is being done and targets are met.
2) To provide data for any incentives/bonuses 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 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 reasons for tracking employee performance, you can do it at different levels for the 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 improve 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 to be consistent and clear about the objectives for the best results.
All the best,
Dimple
From India, Mumbai
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Employee Performance Evaluation Form.doc
Employee Performance Evaluation Form.pdf