Get rid of your poor performer without landing at the CCMA!
You can't afford to have poor performers in your company. But you also can't afford to be taken to the cleaners at the CCMA for dismissing incorrectly!
Find out how you to LEGALLY get rid of poor performers here.
The four tips for developing an effective performance contract are…
Apply the performance contract to each position in your company that has measurable outcomes and objectives.
Refer to the following documents to determine the content of the performance contract:
· The employee's job description;
· The organisation's business plan;
· Applicable project plans; and
· The performance standards for employees within your company, or for whichever position the performance contract deals with;
Use the performance contract as the foundation for your performance appraisals.
This refers to the importance of each specific task in relation to the purpose of the job in question.
It should be out of 100%. So for example, a particular task could constitute 30% and another could make up 20% of the 100%. Do this until you've filled up the 100%.
There isn't any set format for when drawing up a performance contract. You need to tailor make it in relation to your company and the individual you're dealing with.
*Those were four great tips to keep in mind when developing a performance contract for your employees. Make use of them today!
To learn more on performance contracts, page over to Chapter P 03
in your Practical Guide to Human Resources Management
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You're obliged to do performance reviews. That's why you need an extremely easy to use, highly efficient system.
The first performance review software is now available in South Africa.
This software will help you determine quickly and accurately:
Click here to read more…
Your employees' skill levels;
How every employee contributes to the overall business performance;
The training and skill-enhancing requirements for every one of your employees;
How to properly motivate your employees;
The required disciplinary measures.