HR Assignment

Prepared ByGhanem AlaliID:20090402

Professor

Mohammed Abbas Ali

Human Resource Planning Process

Human resource planning process is the foundation of an effective workforce. The development of an organization is attributable to its committed and dedicated workforc

The term human resource implies human capital that operates an organization. The word planning suggests, a course of action. And lastly, process is the method of operation. Thus, the human resource planning process is defined as, 'a course of action that the human capital

takes up for a methodical achievement of predetermined goals'. The definition of human resource does not end here. The term includes, its management, which primarily involves

issues related to the workforce. Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people

working there who individually and collectively contribute to the achievement of the objectives of the business.

A company may have all the financial resources it may need. But what if the manpower employed to manage the finances isn't well trained? Well, nothing more than your finances

going down the drain. The recent 'Satyam' fraud was due to poor control of the management board. Improper human capital may gain the output, but not the desired one in terms of quality. As the earlier mentioned definition suggests, the human resource management

means managing your valued assets.

The term human resource management has replaced personnel management. However, the meaning is still the same. It involves, employing, developing, utilizing, managing and

understanding the staff in an organization.

Importance of Human Resource ManagementSince the industrial revolution, the world has progressed tremendously. Be it the steel industry, IT, fashion houses or housing sectors, development in all of these is evident.

However, over the ages man has indiscriminately used and abused the natural resources available to him. It has resulted in a global energy crises and depletion of resources in

general.

In this backdrop, what remains is an abundance of human resource, or let's say human capital. To achieve any more goals, tapping the right kind of human resource is the key. You

may have a business house worth millions of dollars. But what if there isn't the manpower that suits the nature of the business? Hence, developing the manpower is of utmost importance.

The Process of Human Resource Management PlanningThe human resource planning process, demands the HR manager to first understand the

business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the manpower, the manager should have a keen eye for spotting the talent. It ensures that the

workforce is competent enough the meet the targets.

Additionally, the existing 'talent pool' in the workplace should be taken into consideration, so that people with complimentary skills can be employed. The functions of the HR manager are

varied, he has to assess the currently employed workforce and their shortcomings. Identifying these shortcomings goes a long way in choosing an efficient workforce.

While recruiting the new employees, the HR manager must calculate the expected workload.

This way the HR department can design an accurate job profile and job expectations. Once you have the decided job descriptions, looking for candidates who fit the job will be easy.

Don't be fooled by their qualifications, it is only the relevant experience that matters more. A good HR manager is one who has the zeal and passion to motivate his prospective employees

to perform to their potential.

Human resource planning process, thus, can be considered as one of the strategic steps for building the strong foundation of an efficient workforce in an organization!

How to Motivate Employees in the WorkplaceWant to know how to motivate employees in the workplace? There are some simple tips in the article

below that will help you to motivate your employees, help them work more efficiently and achieve higher goals. For more information on the same, keep reading...

Motivation is a necessary element in every walk of life, and can be one of the most crucial aspects in achieving whatever goals we have set for ourselves. There are times when all of us lose hope, interest and the will to move ahead, to try harder and to work efficiently and eventually hit the bull's eye. At such times, motivation can turn the tables in absolutely no

time, especially in a workplace. When results aren't achieved instantly and when time passes at its own pace, it can be disheartening. However, these times test the efficiency of the team.

As a team, there needs to be encouragement from one another, and motivation to work harder and better to achieve better. Today, most companies and organization want to know

how to motivate employees in the workplace so they can work with a zest and will that usually can go missing, once in a while. Again, motivation is also reciprocal and shall help both, the

employees and the company. Mentioned below, are some tips for motivating employees the management can put to use. Check them out!

Some Tips to Motivate Employees in the Workplace

Maximum UtilizationThe first step needed in motivating employees is to use their skills to the maximum. Once you

do this, you will achieve better results than expected and this in turn will also motivate the employee to work better for better results. Most of the times, the employees don't work

efficiently because their potential isn't recognized correctly by the employer, and this in turn hampers the working of the employee and puts a deficit of sorts in his/her performance. If you

tap the skills of an employee properly, he/she can work better to achieve better and that in turn will help him/her to work more.

Active ParticipationIf you want to know the best answer to how to motivate employees in the workplace, it is to

actively participate in all the process and the operations at hand. Employees work better when they know they have someone from the management working with them, side by side.

Working together gives a sort of assurance that work is valued by everyone. Also, if the employees see you working hard, they're bound to do the same. If you take part in all the

functions and work to the best of your capacity, so will the employees. On the other hand, if you are laid back and carefree, the employees aren't going to care much about putting in their

best.

Enhanced CommunicationAnother great way of motivating employees is by enhancing the communication between

themselves. Communication in the workplace is very important as proper and effective motivation won't take place without it. The importance of communication is understood only when you

actually see the results effective communication brings with it. You need to communicate with your employees from time to time, hold meetings, discuss issues and deal with grievances to eradicate communication barriers. After this, you will understand exactly how to motivate your

employees. The degree of motivation will be understood only after this method is followed.

Motivational GamesMotivational games are perhaps the easiest ways to boost the working capacity of all employees and to make them want to work better. These games are a must in today's

organizations as they help relieve stress, and motivate the employees to work better and fight competition. They tell us the importance of working efficiently and how everyone would

benefit from the results achieved through efficient working. These games also help revive the will to work and loving the work at hand. Motivational games once every month would really

help in motivating the employees to a great extent.

Appreciation & RewardsSometimes, employees lose the motivation to work because their work is not appreciated

properly or rewarded in a satisfactory way. It is very important for the employer to appreciate, if not reward, work that is properly, or at times exceptionally, done. Appreciation itself can boost the confidence of employees and motivate them to work more and better than what they have been doing. Rewards in terms of monetary incentives and perks can be ways of motivating the employees to work better. If the employee knows what's in store for him/her

after working hard, he/she surely will.

Now that you know how to motivate employees in the workplace, you can start with the motivational games to instantly bring in a few changes in terms of confidence and interest.

After these motivational games, you can work on other factors such as rewards, as these will take time to be formed and regulated. So that was it about motivating employees, and making

them work more efficiently and willingly

How to Evaluate Employee PerformanceThere are some very simple steps that go into the evaluation of an employee's performance. The actual process may seem more cumbersome, but it is a necessary step towards the progress of the employee

as well as the company. This article will share with you the steps involved in this process.

The evaluation of an employee's performance is one of the most important jobs of the management of a company. It is a necessary step that they need to take in order to gauge

who are the employees who perform as per the standards set by the company. Who are the employees who take their work and their evaluations lightly. It helps the company decide

about what are the steps that need to be taken to ensure that the employees perform and/or their future within the company. Hence, an employee evaluation is one of the most awaited and sometimes dreaded routines in an organization. This Buzzle article will help you with

some simple tips and techniques on how to evaluate an employee's performance.

The Process of Employee Evaluation

Having a performance evaluation plan in order is beneficial to both, the evaluator and the one getting evaluated. It gives the evaluator a platform from which he can judge the working

abilities of the person, and by extension, the compensation that the employee should receive. The person getting evaluated gets to know what is expected from him, exactly where he

needs to improve, and also what are his strengths. Hence, ideally, it is a two way process which benefits both the parties. Given below are the basic steps towards evaluation of an

employee based solely on his professional productivity.

Set a StandardThe first thing that you need to do before you get to the evaluation of the employee is set the basic standards and norms down. A set of instructions informing the employee about what

exactly is expected of him. These standards are two fold. You need to set quantity standards as well as quality standards. Every organization's perception of quality can differ. So you have

to make it very clear to the employees that you have a set way of working that they are required to follow. On the basis of various parameters within the quantity and quality of their work, you have to evaluate them. While setting these standards and goals, make sure that

they are realistic and can be achieved by your workforce.

Monitor ThemOnce you have laid down the ground rules about how you need the work to be done, you

hand over the floor to the employees. Fix a stipulated time period for evaluation and during this period, watch them closely. The most important aspect of conducting an employee

evaluation is to have a record of the entire time frame that has been chosen for evaluation. Don't take for granted that you'll get time to review their performance in the last 10 to 15 days of a 2 month evaluation period. If you make an evaluation based on such reviews, it is not fair to the employee. And you might easily overlook some important tasks that an employee may

have performed or underperformed.

Review their WorkOnce you have all the matter for the evaluation ready, you begin reviewing and scrutinizing

each and every single tiny detail of an employee's work. Remember, your evaluation is bound to affect not only the employee, but also the organization and in turn, you. Be honest with the

reviewing. Be objective and unbiased. Review the work to meet the technical and other specifications laid down at the onset of the evaluation process. Ideally, have different

evaluators to assess the quantity and the quality of the work. Quality should be assessed only by someone who has a thorough knowledge of the intricacies involved in doing the job and is

also abreast with the latest advancements and techniques used for it.

Formulate the EvaluationAfter having reviewed in detail the performance of the employee comes the task of sitting

down and actually formulating the evaluation. Most organizations have a set form to evaluate the employee's performance, on which they just need to make entries and print them out.

However, make sure that you have a verbal discussion with the employee about his strengths and weaknesses. Also, encourage the employees to discuss and share any grievances that

they may have. Encourage suggestions and take those suggestions seriously and check how feasible they are. While formulating the evaluation, use performance evaluation phrases that are simple, to the point and give a clear picture about the employee. There's no need for flowery

and diplomatic language. Just give it to them and improving their work is up to them.

An interactive session to evaluate an employee's performance is the best kind. This is because both sides of the story are heard and spoken about. It gives a chance to tell the

employee where there's scope for improvement and also tells the evaluator about what the employees need and expect from them. So it works out best for both the parties.

Objectives of the Training and Mentoring ProgramWhat are the objectives of the training and mentoring program? Why are these programs conducted?

Scroll down to find out.

Training is the process of making an individual acquainted with knowledge, skills and competencies needed by the individual to perform a particular job. Once an individual takes

up a job in an organization, it is the duty of the organization to provide training to that individual so that he/she, along with his/her qualifications and training provided can do justice to the job. Mentoring, on the other hand, is coaching the individual professionally. It has come

a long way from helping the individual in his/her job to providing professional help to the individual as and when needed.

Nowadays, training and mentoring go hand in hand. Once an organization spends money on corporate training of an individual, it is necessary that the individual is provided with an effective

mentoring program as well, in order to implement all the knowledge gained. This article centers around the objectives of the training and mentoring program. The below mentioned

paragraphs will throw light on training and mentoring program objectives. Let's look into these.

Development of a Training and Mentoring Program

A training and mentoring program is developed in order to attain certain objectives. These objectives are two-fold; the organization's objectives and the objectives of the individual. The

training and mentoring program objectives are as follows.

New ComerWhen an individual is hired by an organization, he/she is hired based on the qualifications,

skills and the years of experience in that field. However, as each organization is different than

the other and as their functions are different than the other, it is essential that the organization provide employee training to those who have just entered the organization. This training and

mentoring program helps the new comers understand what are the organization's expectations from them and how to go about meeting those expectations.

Career DevelopmentThose who have been working in the organization for a few years may also need the training and mentoring program in order to learn something new in the organization. They may do so

for their career development in the organization.

Human Resources DevelopmentEvery organization needs to completely utilize the resources of the organization. These

resources also include the human resources, i.e. the employees. Employees form the crust of any organization and if they develop and grow, the organization will develop and grow.

Hence, employee management and development, is one of the objectives of the training and mentoring programs.

ProductivityThe sole purpose of the organization is to survive the tough competition and emerge as the

winner. Profit making is what the organization strives for. The organization can achieve this if the productivity of the organizational assets is optimum. Machines can be upgraded to

enhance their productivity. Similarly, men also need to be upgraded in order to increase their productivity too. Increasing the productivity of the people working for the organization is one of the important training and mentoring program objectives. An increase in the productivity

increases the profit making ability of the organization and helps the organization to achieve all its set goals. This will also help in boosting up of the employee motivation, which is also

necessary to increase the overall productivity of the organization.

Improve QualityThe quality aspect is a board one. Quality includes quality of the products or services given by

the organization, the quality of the people working for the organization, the quality of the machines used by the organization and also the work culture quality of the organization. With

proper training and mentoring, these qualities can be achieved and increased by the organization. This increase in the quality will only help the organization in fulfilling its set

goals. The quality of the employee performance also matters and training helps to achieve an increase in the quality.

Other than these, there are several other objectives of the training and mentoring program like team building, career enhancement, new product development, increase in the profits,

proper project management etc.

Training and Mentoring Program Example

While developing a training and mentoring program, the organization needs to take into account a number of aspects. For different hierarchies, these programs and their objectives will also change. Mentioned below is an example of a training and mentoring program for a

new comer. The aspects that need to included while designing the program and while deciding the objectives of the training and mentoring program are mentioned below.

CauseThe cause or reason for this program is to make the new comer acquainted with the

organization and the work of the organization. One of the training and mentoring program objectives also is to make the new comer understand his/her job.

FocusNext, the focus of the program is needed to be established. Here the focus could be to educate the new comer all about the organization and second to improve his skills and

knowledge according to the needs of the organization. On the basis of this, the duration of the program should also be decided on. In this case, the program might take a week.

Formality of the Program It needs to be decided how formal the program is going to be. In this case, the initial few days could be formal, later becoming informal. However, this can be at the discretion of the mentor

and mentee.

Delivery of the ProgramThis aspect covers how the program will be delivered and where should it be delivered. If the program is for one individual or two individuals only, then the program can be delivered in the cabin of the mentor. However, if there is a big group of people, then the program will have to be delivered in a training room. How should the program be conducted can be the decision of

the mentor. He/she needs to ensure that all the objectives of the training and mentoring program are met at the end.

I hope this article has helped you understand the objectives of the training and mentoring program. Each organization arranges such numerous programs as they are essential for the

growth of the organizations. These programs may also help the organization in employee retention, effective time management and to develop the management skills of the employees as well. The mentor needs to ensure that he/she meets all the training and mentoring program

objectives at the end of the program.

Recruitment Process StepsRecruitment is the process of selecting the most suitable candidate for a specific job requirement.

Recruitment and selection is a step by step process involving both, the employer and the employee, in a way that both of them are mutually benefited. This article will help you to understand the selection and

recruitment process steps

In today's competitive world, every company needs good employees for an accelerated growth rate. The recruitment and selection strategies of a particular organization are believed

to have an impact on this growth and success rate of the organization. Thus, it is very important for an employer to design his recruitment process steps very well.

Recruitment and Selection ProcessEmployers are always concerned about how to find and hire the right employees. Employers recruit for the present and future needs of the company. There are usually two types of

recruitment processes.

Recruitment Processes: External and InternalInternal recruitment applies to the people working in the present organization. They are given a chance to apply for a given vacant position first. This may include a change in profile on the

part of the employee. Internal recruitment is more economical and less time consuming for the company. In contrast, external recruitment has to do with external candidates applying for

an available position. Naturally, the resources spent for the overall selection process are more.

The Human Resources Department (HRD) team plays a significant role in the recruitment process steps of every organization. Whenever a vacancy arises in an organization, it is the responsibility of the HRD to place the information in the public domain through the various media, such as newspapers and various job sites. However, it is of utmost importance that the advertisement designed clearly defines the designation, job profile and the concomitant

skill set required. Know more on human resource management.

Filtration and Selection of Relevant ResumesAfter receiving an adequate number of responses from job seekers, the sieving process of the

resumes begins. This is a very essential step of the recruitment selection process, because selecting the correct resumes that match the job profile, is very important. Naturally, it has to be done rather competently by a person who understands all the responsibilities associated

with the designation in its entirety. Candidates with the given skill set are then chosen and further called for interview. Also, the applications of candidates that do not match the present nature of the position but may be considered for future requirements are filed separately and

preserved.

Preliminary Selection Techniques Online employment screening is a technique employed by certain employers. This technique

saves a lot of time and money for the employer. It is an efficient method to assess the skills and knowledge of the candidate with regards to the required skill set. Some organizations

conduct the first round of selection process as interviews based on communication and interpersonal skills.

Psychometrics is a technique which tries to gauge a person's attitude, intelligence and personality. Psychometric testing is used by most organizations. This test helps an employer to

arrive at an approximate suitability quotient of the candidate, for a particular job profile.

Assessment center technique is another method that includes lots of exercises on problem solving, presentation, aptitudes test and many more. In this process, employers usually check

the different skills of a person. The various skills include analytical skills, team building skills, leadership skills, personal attributes and presentation skills.

After a candidate has cleared these tests, there is usually a formal round of interview with the HRD, where the discussion that includes salary expectations and subsequent negotiations

takes place.

Recruitment Process InterviewIs it imperative that the employer knows how to conduct an interview? Job interviews play an important role in the entire recruitment process. It is very important to put the candidate at

ease, so as to eliminate initial nervousness and to break the ice. It is better to start with general questions to the candidate, so that he feels relaxed. Queries should be job related,

objective and understandable to the candidate. Some of the usual employer interview questions are as follows:

Tell me something about yourself? What is your work experience and how it is related to this

job? What made you to apply for this job?

All ambiguities should be done away with, when describing the responsibilities of the slot available. Read more on basic interview techniques and what to ask when recruiting.

The recruitment process of an organization ends by finalizing the candidate followed by other joining procedures and formalities. Recruitment process steps, if done methodically and

systematically, reflect a cogent and effective growth in your business.

Recruiting StrategiesRecruitment is an expensive business, hence you cannot afford to hire wrong people. Sound HR

recruiting strategies help you to hire the right people for the right job. Read on to know more on job recruiting strategies

All of us are worried about getting good employment. But did you know that employers are equally worried about hiring good employees, if not more? Although, more often than not, job seeking candidates themselves approach the employers, the strategy 'you find us' does not work always. A single mistake during the recruitment process might end up in hiring a wrong

employee. This mistake may not always cost you in terms of financial losses, but in cases where your company's reputation is at stake, this mistake can prove to be quite expensive. Hence, every organization must formulate some recruiting strategies that will enable the HR

personnel to employ right candidates. More on personnel management.

Types of Recruiting Strategies

Basically there are two types of recruiting strategies, 'you find us' strategy and the 'we find you' strategy. About 95% of the organizations adopt a 'you find us' strategy. The drawback of this strategy is that it lacks proactive efforts at the individual level. The requirements are only broadly defined, thereby making it difficult to separate the 'potential candidates' from the 'job seekers'. There is a lot of ambiguity regarding the job description of the position as well as

employee expectations from the job. On the contrary, 'we find you' strategy follows a systematic approach which ends in the recruitment of the right candidate. The organization is very clear about their requirements, which enables them to find the person that perfectly fits in their requirements. Proactive efforts are made by granting scholarships and mentor ships so

as to mold the candidate according to the organizations requirements. Unfortunately, only 5% of the organizations follow this strategy. More on how to find and hire the right employee.

Effective Recruiting Strategies: Stages of Recruitment

Develop a Job DescriptionThis is the first step to successful recruiting. Understanding the skills and responsibilities for a particular position is of immense importance from the HR perspective. Unless the HR himself is aware of the job description, it is not possible for him to recruit right people. Hence, it is a must that HR analyses the skills and responsibilities for a particular position and develops a

relevant job description by accurately defining the role an employee is supposed to play.

Plan a StrategyNow that you have your job description at hand, you may actually start looking for people with the requisite qualifications, experience and skill. You need to formulate a recruiting strategy

that will allow you to reach job applicants. A previously implemented policy can be implemented, if it has been successful in the past. Once, the strategy has been formulated, its

execution should begin. Newspapers, billboards, job sites, references of the current employees are some of the common ways of inviting applications for recruitment. Job fairs,

campus recruitment and local events are another options of reaching your potential employees. Pick the strategy that suits your business the most.

Maintain a ChecklistWhether you are only filling in a single position or you are recruiting in bulk, it is important to maintain a proper checklist. A checklist keeps track of your recruiting efforts and progress. It

also helps to keep your recruitment efforts on track by forcing you to adhere to your strategy.

Scan the ApplicationsSifting through a pile of resumes and job applications is definitely not an easy job. Nonetheless, you should carefully scan each applicant's credentials and cross check them against your list

of requirements. Shortlist the candidates that you think fit into your expectations and requirements.

Set a Prescreening Interview Many a times, the candidate appears very strong on paper, but may not be as appealing

personally. The idea of a prescreen interview is to check if the applicant fits into your organization's culture and if his expectations are congruent with your job offer. A prescreen interview saves a lot of time for the selection committee. Only the applicants that pass the

prescreen interview are invited for the final interview session with the selection committee.

Interviewing the Right CandidatesInterviewing is the most crucial step in the recruitment process. It gives the chance to the

employer to personally meet the potential employee. It is important to ask right questions to the candidate and fairly evaluate his replies. This is the stage where you separate the

extraordinary candidates from the average ones. Find more articles on job interview tips and job interview questions and answers.

Perform Background ChecksThe interview helps you to zero in upon a right candidate. However, before making a job offer to him, it is important that his credentials are verified. A thorough background check must be

performed to ensure that the candidate has provided his credentials with integrity.

Make a Job OfferMaking a formal job offer to the candidate selected for the concerned position is the final step of the recruitment strategy. The verbally negotiated terms and conditions are defined in the

offer letter.

More on recruitment process steps.

Every organization follows recruiting strategies which adhere to its rules, regulations and culture. These are the strategies that are formulated to work best for the particular

organization. Hence, irrespective of your recruiting strategy make sure you always end up with the most deserving workforce.

Performance Appraisal SystemThe performance appraisal system has become a necessity for large as well as small organizations

these days. In this article, we shall discuss the need and types of performance evaluation systems in detail. So, read on to know more...

It is a well known fact that organizations can achieve their set targets only with positive contribution from their employees. In order to contribute in a positive way, the employees

need to be dedicated and at the same time, knowledgeable enough to deal with the increasing challenges of today's business world. Performance appraisal is the method of

evaluating the performance of an employee in a given year. The result of the performance appraisal can show how useful a particular employee is to the progress of the organization.

Before we understand the various performance appraisal systems, let us first know the need and importance of performance appraisal system in the next paragraph.

Need and Importance of Performance Appraisal

The need of the performance appraisal system is mainly to find out the area of strengths and weaknesses of the employees. These strengths and weaknesses are studied by the HR

managers carefully and are discussed with the employees a the time of the appraisal. The performance appraisal process involves setting of performance standards which can help the

comparison of the performance of all the employees. Communication of these standards to all the employees of the company is also one of the most crucial process in the performance

appraisal process. Performance measurement is a process which takes time and lot of efforts on part of the senior management of the organization. At many places, marks or grades are

given to the employees by comparing their actual employee performance with the desired performance. Performance appraisal phrases will help you know some more vital details.

Performance appraisal strengths and weaknesses can help employees conduct a reality check on themselves and improve their performance. The last step in the performance appraisal

process is that of decision making in which the employees are given sufficient time to learn new technologies, be more efficient, increase their working speed and improve the quality of their work. The performance appraisal methods adopted by companies can differ depending on their needs. There are many sample performance appraisals available on the Internet which you can study before you prepare your own. In the next section, we shall know about the types of

employee performance appraisal systems.

Types of Performance Appraisal Systems

Among the various performance appraisal methods, individual appraisal method, in which employees sole performance is studied minutely is widely used. Unstructured method is

believed to be a rather traditional approach for the performance appraisals. In this method, there are no set rules for deciding the merit of the employee. The comments made by the

seniors on the performance of the employee are considered to the decisive. The most modern of all the performance appraisal systems is the 360 degree appraisal method in which the top management, juniors of the employee and some other people who know him on a daily basis

give comments on his overall performance and attitude towards work. The free essay methods, in which the senior management members write an essay on the skills, abilities and performance of the employees is also used at many places. However, this method has some

limitations-if the person writing it is not good enough for the job or makes mistakes, then it would be a loss for the entire organization. Peer evaluation techniques of appraisal, in which

the employees evaluate each other's performance has been a hit everywhere. Since the employees spend maximum time with each other, they would be definitely aware of each other's strengths and weaknesses. Refer to performance review template to get your doubts

cleared.

Performance Appraisal Form

Now, having understood the need and types of performance appraisal system, you must be eager to know how a performance appraisal form looks like. So, here is a sample

performance appraisal form:

PERFORMANCE APPRAISAL FORM

EMPLOYEE INFORMATION

Org/Division/Dept:Location/Based at:Name of the Employee:

Current Designation:Date of Joining:Last Review Date:

Appraisal Date & Time:Appraisal Venue:Appraiser:

PERFORMANCE ACHIEVEMENT

Objective Performance

No.Agreed ObjectivesWeightResultTotal Score

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COMPETENCIES

Communication Skills: Written and Oral

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Time Management Skills

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Decision Making Ability

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Organizational Ability

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Technical Skills

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Analytical Skills

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Negotiating Skills

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Teamwork

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Customer Dealing

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Financial Skills

-----------------------------

Initiative/Spirited

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Flexibility

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Dependability

-----------------------------DISCUSSIONS

Strengths: Positive Attributes

-----------------------------

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Weaknesses: Needs Improvement

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OVERALL RATING

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EMPLOYEE COMMENTS

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ScaleEvaluation

1. UnsatisfactoryImprovement required in all possible areas

2. Improvement NeededIf proper efforts are put in, can perform much better

3. Good (Target Achieved)Performing tasks and duties as per directions

4. Very GoodPerforming in an excellent manner with positive outcome

5. OutstandingPerforming beyond expectations with phenomenal results

SIGNATURE (APPRAISER)

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SIGNATURE (APPRAISEE)

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Note: The employee’s signature below indicates that a performance development discussion was conducted on the specified date, but does not necessarily indicate agreement with the

content of the session.

Hopefully, this information on performance appraisal system will be very useful for you. Giving promotions to right candidates and effective performance management is a must to boost their

morale. So, do this task with care and work smartly. Good luck!

Producing Premium PerformancePoor performance is often blamed on employees, but usually it is not purely their fault. To achieve premium performance you need an effective performance management framework. There are 7

elements to developing an effective performance management framework which combine together to result in premium employee performance. Find out why most performance appraisal processes don't

work - and how to create a system to achieve premium performance.

One of the major issues that arises in managing a small or medium size business is in the area of employee performance. Many business owners are frustrated with the poor

performance of their team or some individuals within their team. No matter how hard they try, they don’t seem to be able to create a sustainable improvement in performance. The

tendency is to blame the employees for poor performance. However, more often than not, the problem stems from not establishing an effective performance management framework.

There are a number of elements that create a framework for producing premium performance.

The most important element is to establish a clear description of the required outcome of the job. This may be in terms of a position description if the job is broad and covers a number

of responsibilities. Or it may simply be providing a sample or a picture of an article that should be produced by the work. When there is a clear understanding of the output required, it is

much more likely that result will be produced.

The second element requires establishing a best practice approach to doing the work. Often there are many ways a job can be done, but usually only one way is the most efficient. A best

practice approach involves determining the best way to do the job and then requiring everyone to do the job the same way to maximize efficiency.

The third element is to establish a timeframe or deadline for the completion of the work. The employee will know if they are on track if they know how long the job should take.

When you use a best practice approach and establish a timeframe for the work, you can also provide a target for output over time. In other words, if you work so many hours you should

produce x amount of product. This allows us to establish a productivity target.

When an employee starts a new job, it is best to teach or train the person in how to do the work. This may involve showing the new employee what is done for the first time or two and

then watching while the employee tries it a time or two, or until you are satisfied they can do it without help. This is one of the most frustrating parts of the delegation process. The time it

takes to complete this element puts a lot of people off. They need to realize that some short term pain leads to much long term gain, rather than allow the loss of some short term

productivity to keep them from ever delegating their difficult tasks.

A very important element that many forget in the delegation process is to establish a process to measure and monitor results. One of the greatest dangers in business growth is that of losing control because growth means we can no longer physically see everything that goes

on. Losing control leads to poor productivity and quality and escalating costs, all of which will destroy your business if left unchecked. Control comes from knowing the results of particular

actions and being able to provide feedback or make changes if the results are outside the parameters required.

The results achieved in a job over an extended period of time can be influenced positively by developing an appraisal process. The appraisal process should provide feedback to the

employee about how they are performing in the job relative to expectations, how their

performance affects the success of the organization and how they interact with the components of the organization around them. The appraisal approach that gets best results is

to adopt a coaching role with your employees, rather than an examiner role. Too often, performance appraisal meetings are set up for failure because the two parties come to the

meeting with different objectives. The manager wants to highlight areas of poor performance and take steps to improve these areas, but the employee wants to be told how well they have

done. This often occurs when appraisals are held annually or six monthly and conflict is created when the judgments are subjective. The result usually is disappointment and

demotivation on the part of the employee and frustration from the manager. Both people hate the process and no effective outcome is achieved. It is much better to conduct appraisal meetings frequently, to compare actual results with targets, using objective rather than

subjective measures. The coaching meetings then can be used as a discussion focused on performance improvement, instead of a confrontation about how the employee felt they had

performed.

The final element of the performance management framework is the reward process. Every positive outcome should result in a reward for the employee. This can be tangible or

intangible and dependent on the level of maturity and experience of the employee. For some positions, it is appropriate for rewards to be small, frequent and immediate, where for other positions, more long term and cumulative rewards are appropriate. However, this element is often a neglected or an ill thought out part of the process and as such, has the potential to

undermine results. A good reward process supports and enhances the management process and increases motivation for achieving premium performance.

The important lesson to learn is that results can be influenced through establishing an effective performance management framework which requires all elements to work together

effectively. Poor performance often results if any elements are either missing from the process or are poorly designed and become a negative influence on performance. But a well designed and coordinated framework means that all elements work together systematically to

produce premium performance.

Progressive Business Solutions

Business success and business growth advice and resources to assist with marketing, strategic planning, operations management, quality management, human resources

management, financial management and rewards focus.