Create the perfect performance review policy for your business with these tips!
Some say performance management is the weakest point when it comes to human resource management.
This is the general opinion due to the fact that most employees and managers find obstacles in implementing an efficient system.
Do you agree?
If you do, you need a performance review system that actually helps people improve their own efficiency.
And today, we're showing you how to create one...
Here's an example of a performance review policy for your business
Each quarter, get your managers to arrange for the performance of each of their subordinates to be reviewed. A performance review is not the same as a salary review, but is designed so that the employee's manager can measure the performance of each employee in an objective manner.
After the review (which must be kept in strict confidence), management and the employee concerned will be able to identify areas for improvement, and set targets for the current financial year. In cases where performance has been unsatisfactory, corrective steps must be taken and a further performance review be conducted within three months.
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Cut costs, save time and still ensure your employees' performance reviews are effective
Employee performance reviews... You hate them don't you?
I don't blame you.
Not only do they take hours to prepare for but do you ever really see any difference in your company's bottom line after you've done them?
Well, that's about to change.
If you want to save hours of exasperation, time-wasting and ensure you see real, tangible results in your employees post review, you
must get your hand on this tool
The performance reviews must be discussed with the employees and signed by them and a copy thereof forwarded to the HR Department for central filing and information.
Managers will find that after they have conducted a performance review, they will be better placed to make objective recommendations regarding a salary review.
And don't forget that you'll often have to walk that extra mile if you want the system to lead to good results. Make sure you maintain an open communication and a level of high transparency when it comes to making decisions concerning your employees and your team.
Offer feedback and obtain feedback from your team.This is useful information and you should always identify to sort of information that will help you to improve your team's performance.
P.S. Only five days left to take advantage of the early bird special offer. Book your seat for our B-BBEE Amended Codes Workshop by 13 April 2015 and save R500. Click here for more details.
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