Tag Archives: Human resources

Writing Better Performance Reviews That Motivate Your Employees

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Anyone who employs other people in a business setting will at some point be required to complete a performance review. There are many different performance appraisal methods, and finding the right one for your business will depend largely on what you expect from your employees. Often, performance reviews will follow an employee even after he or she has left your company, so writing them well is vital to both your business and your employees’ future.

Get the language right – Clear, concise & measurable

Regardless of the performance appraisal method you choose, there are two areas that you need to focus on. The first is how the employee is able to fulfill the requirements of the job. You will need to include performance review phrases that speak to the capabilities of the employee and how he or she is able to meet the requirements of his or her position.

Clarify their part in the bigger picture – Objectives & their dependencies

The second part of the performance appraisal is to discuss how the employee functions as part of the larger business environment. Working well with other employees, supervisors, customers, vendors, and anyone else that regularly interacts with the employee is a key component of any employees’ job.

Bringing it all together

Once you have decided on the performance appraisal method you are going to use, it is then time to compile the information into a usable format that will help you track an employee’s performance and growth.

This is where performance review phrases are very important. While you want to communicate all of the relevant information about an employee’s performance, you must keep in mind that you should be offering primarily fact, not opinion. Your HR department should define the facets of each persons role to be used for appraisals. This makes all performance reviews much more standardized and less prone to emotional factors or favoritism.

Performance review phrases should be written so that they read as positive, not negative. Negative aspects of an employees performance should be placed in between positive comments to avoid making a person feel overly criticized. Performance review phrases should also suggest how that problem could be corrected.

Settle on an appraisal method, technique or process – For ALL employees

All companies settle on an appraisal technique, whether it is the popular 360 degree appraisal method or a simple 1-to-1 appraisal. The key is that you settle on one approach across the board to ensure fairness and consistency for all employees reviews. There is nothing worse than giving some employees preferential treatment through wrongly managed reviews.

Performance appraisal methods will vary from company to company, but the performance review phrases that will be used are often similar. If you are working on your first performance reviews, feel free to read other reviews from other companies that will help you get an idea of standard performance review phrases. Your company will benefit from the time you spend creating smart, well written performance appraisals.

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How Business Performance Improvement Consulting Can Help Your Firm

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Businesses at all times seek to eliminate waste improve efficiency and bolster profit margins. In tougher economic climates business performance improvement can be a crucial step in determining whether or not any business be it large or small established or just starting up stays in business.

To this end business performance improvement remains an in-demand service across the nation providing small and large operations with business process management consultant services designed to identify wasteful unnecessary and inefficient processes procedures and problems and to turn them into money-saving or money-making opportunities for success.

Calling in Consultants

Many employees view business performance improvement consultants as the worst possible thing that could ever happen to their jobs and enjoyment of their employment but this is an unfortunate mis-perception. Shared as an opportunity to improve business results and working conditions alike employees may discover a new-found appreciation for the many working pieces that make up an efficient business and involving employees in the process should be a primary consideration when bringing in business process management consultant services.

Employee knowledge of operations can still prove invaluable to determining opportunities for success and even managers and business owners may discover risks threats and opportunities that they would have never imagined existed.

Internal know-how is one element that is often overlooked by management and consultants. While the external consultancy can introduce new concepts your own staff intuitively understand how processes and operations are currently running. Importantly, they usually know where the flaws are too. This may be an awareness of quality issues or communication bottlenecks (e.g. key individuals who don’t clear their email inbox).

The Goals You Need to Identify

Business performance improvement can help owners and managers identify loss waste and inefficiency and provide recommendations as to how to best address these concerns for the betterment of the business being examined. Many times owners will discover redundancies among their employee’s roles and duties inefficiencies within their supply chains and logistical operations and better values available in their purchases of raw materials labor marketing and managerial components.

Some key goals to target (though every firm will differ) include:

  • Production team output levels. This should also endeavor to establish performance metrics for each employee. This may be measured in terms of lines of code, customer issues resolved, sales made, etc.
  • Time management. Every office worker’s performance is impacted by external factors – emails, meetings, phone calls, etc. A consultant analyzing individuals time management should be able to highlight areas of opportunity or time management techniques (e.g. Getting Things Done) which could help.

Hiring a business improvement or process management consultant always pays for itself many times over and allows businesses to identify problems and opportunities that they may never have discovered on their own without hiring a consultant.

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Applying The Human Resource Information System To The Company

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As a company manager, you must have heard a lot about HRMS software, which is also known as Human Resource Information Systems. Overall, this program is a kind of Resource Planning software which is especially focused on the human resource problem. With a big company which has a lot of employees, the Human Resource Information System program will help the manager to manage the company’s employees easier and more efficient than the normal traditional method. It will create a big database to help the managers control the human resource problems such as payment, information, salary, outcome, extra work, etc.

A good HRMS has many features that will give the company a good supervisor’s vision so that the managing will be easier than ever. Some complex problems such as tax calculation or government checks will also be dealt with Human Resource Information System software. It will also provide a good look on the financial report as well as other good information so that the manager can make the right decision to develop the company. It will also predict the upcoming situation of the company as well as other great predictions so that the company’s manager can have a glimpse on the company’s planning schedule.

It will provide a lot of information about the personnel matter as well as other reports so that the company will also have a better and efficient way to deal with the problem. With the benefit of this system, the company can cut off some employees to save the running cost.

Usually, to build up a Human Resource Information System may require some time. In fact, many companies have applied this system in order to have a more fluently flow of the workmanship.

To build up a system like that, you will need a lot of information as well as experiences. Don’t worry as there are a lot of companies offering this service at a very low fee. They will give you a full training course which will help you a lot in acquiring the information as well as other things you need to know to apply fluently to the system.

After building up, it may require some months in order to get the system to work perfectly. During this period of time, you will need to constantly check the system whether if it runs smoothly or not. In the beginning state, HRMS will be easier to fix since it has less information in the database.

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Improve Sales Performance: Finding a Good Starting Point for Gains

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A good business will look for ways to improve sales performance even if it is doing well. The employees will hear about many ways to do this. Some of these ways are obviously hatched in the minds of corporate executives because they would not work in the real world. This is not the case with business process documentation.

The idea behind business process documentation is simple. The employees involved in the value chain of the business can make sure each employee is following company procedures. A salesman who forgets to mention something like an extended warranty, for example, may just be forgetful. At other times, he may be doing it because he does not wish to follow the policy. The documentation process will let the employer know. It will also let them know if the employee has done everything to sell the plan and the sales itself simply are not working. Usually, this occurs across a wide number of a company’s employees.

To start the process, one needs to make sure a new procedure is in place and that the staff has the resources to carry it out. Although paper has its role in documentation, it is not necessary. Many of the documents can be kept on computer to save time and reduce the need for an officer’s paper consumption. Make sure to give the employee’s enough time to fill out the paperwork during their allotted time. Do not stack it onto the tasks of an already busy employee.

If a business is not sure that business process documentation will improve sales performance, they should try it for a brief time. If it turns out to be an empty and time consuming process they do not have to continue on that path. They should not do so either. Continuing the procedure would waste its money.

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Top 3 Performance Appraisal Methods And Tools

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There are three principal performance appraisal methods which are used by modern organizations. These are management by objectives, the use of ratings scales and 360° feedback. This post goes through the pros and cons of each.

Management by objectives has been used since the 1950s to evaluate employees in a variety of organizations. Managers and employees establish what objectives the person has severe and then praises whether the goal was achieved successfully or failed. Each of these goals have to be achievable for the individual employee and be given a set deadline by which it is to be achieved. Any failures may result in a set series of productivity improvement plans being applied.

Ratings scales are more commonly used in larger companies as a way of evaluating large numbers of employees. They incorporate the use of a grading system (much like the way school-kids are evaluated) to assess each employee base in a number of different factors. These factors can include performance, leadership, communications, professionalism, etc. This technique can be quite rapidly instigated and implemented on a yearly basis. It also allows companies to compare various employees performing the same tasks more easily. The sole downside however is that technical abilities of individuals will have to be customized as part of the grading system if employees are not being the same roles.

The use of 360° feedback is one of the more popular performance appraisal methods used within consultancy firms. Managers seek out interviews with an individual working with the person being appraised to gain feedback and a broader view of their performance. The individual is usually assessed on a couple of key characteristics or traits (such as performance, professionalism, etc.). The drawback of the technique is the huge volume of interviews that may be required. On the upside, you do get a clear picture of the person’s performance over the space of a year.

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Hiring An Incentive Company to Motivate Your Employees

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When it comes to the workforce sometimes your workers might not be performing their best. It could be that they might feel that they are not getting anywhere and usually it is because they do not like their job. A job that people are going to want to work is something that will get them moving up and steadily progressing further. If you can show that working hard is going to mean more money for your employees then they are going to be much more motivated to work.

Many people are “goal focused” and they want to see what is happening. If you would like to increase your productivity within your business or marketing company consider hiring an incentive company. These guys will show your employees just why they want to be working hard. Give them goals to reach towards and consider giving them rewards as well. You want them to feel loved and feel that they are being an asset towards the company, keeping track of progress and goals is a great way to do this.

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Turing work into competition is a great way to get someone to work harder. Tell them that there is a reward for whoever does the best, this way they will be driven to be successful.  Most of all though, treat them nicely and get the incentive company program to do just that. Try working with your workers instead of managing them, it shows them that you are not afraid to get your hands dirty and be busy.

Overall an incentive program might be a good idea and it might not. It all depends on how you think you are doing in overall productivity. Remember, you are never going to be 100% efficient, it will just not happen, but you might as well get as close as possible while still having fun right?

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