As is the case with virtually all aspects of HR management, specific 3rd-party consultation, tools, monitoring and broader oversight are available to establish, implement and maintain employee performance management systems.
Whether purely internally-based or externally-assisted, an employee performance management system can accomplish much that pure luck and faith that things will "just work out" cannot.
A typical performance management system's implementation includes the following steps: Firstly, work is planned in advance, together with the expected outcome. Whether it is an individual or a group objective, it is necessary to involve them in the planning stage. This will help them understand the rationale behind the objectives, as well as how to go about achieving them. Secondly, there is a continual monitoring of performance. Through monitoring, employees receive ongoing feedback that allows them to adjust their work along the way, rather than at the end of it.
Thirdly, the employees' developmental needs are evaluated and addressed on this basis. This could be done through the provision of training programs for the employees to acquire the necessary skills to perform better at work, as well as the assignment of leadership or higher-ability roles that allow talented employees to challenge themselves in the course of their work. Fourthly, the organization should periodically rate the performance of every employee in an impartial and objective manner. Lastly, the organization should reward its best performers in either a monetary or non-monetary form. This also serves as a form of recognition for their hard work and contributions, which will also inspire the other employees in their work.
Employee performance assessments can be extremely useful - indeed indispensable tools. But if these are to be reliable, they must be accurate, unbiased, otherwise fair and constructively capture the key parameters of employee performance.
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