Tag Archives: Performance appraisal

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.

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.

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.