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Online Overload: The Perfect Candidates Are Out There - If You Can Find Them |
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What do You Mean My Company’s A Stepping Stone? |
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Rewards, Vacation and Perks Are Passé; Canadians Care Most About Cash |
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Do’s and Don’ts of Offshoring |
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Joddy Hernandez |
Employee's perfomance
03-15-2007 / 10:44 am #1
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Hi, im desining an compensation system, and i have a doubt about how to create the alternatives or the action for employees who doesnt accomplish the target or those whose after being evaluate doesnt match with the profile. Please help me ASAP! |
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Sulik Sulik |
Re: Employee's perfomance
04-02-2007 / 12:17 am #2
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Greetings, Can you be a bit more specific in your situation? Are you starting from scratch, or are you modify/adjust an existing system? I believe that the absence of award is the best penalty already. Instead of punishing people for doing their job badly, we should reward them for completing their job well. If you intend to use penalty, remember that hile financial penalty show clear judgement, it will make a bad reputation for your organization. And also never criticize members publicly unless it is absolutely necessary to do so. Hope this helps, |
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Manali Vyas |
Re: Employee's perfomance
03-26-2020 / 6:16 am #3
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Employee performance can be measured by the outcomes against the goals. Accurate data on employee performance can be obtained by using effective performance management software. Data helps you to make strategic decisions to drive productivity, employees' development, and business growth. The innovative digital solution can help you identify future leaders and nurture them. The software ensures business continuity and also inspires to bosses to be true leaders. |
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Debora M |
Re: Employee's perfomance
06-26-2020 / 3:03 am #4
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Employee performance is defined as how an employee fulfills their job duties and executes their required tasks. It refers to the effectiveness, quality, and efficiency of their output. Performance also contributes to our assessment of how valuable an employee is to the organization. Each employee is a serious investment for a company, so the return that each employee provides must be significant. Measuring employee performance will differ across roles and departments, but generally, it can be measured by: Speed and efficiency – How much does the employee accomplish in an average day, month, or quarter? Are there impediments to address or possible resources to consider that could enable higher productivity? Quality and depth – How “good” is the employee’s work in comparison to colleagues and other employees in the same role, field, or industry? Does the employee contribute something unique to their role that brings the company added value? Trust and consistency – Can the employee be depended on to make good decisions and execute their duties on time? Do they need to be managed meticulously or do they self-manage well? Do they demonstrate the potential to grow within the company, or has their growth plateaued? The specifics of these metrics will differ depending on the specific job function. All employees (and their supervisors) should be aligned on the goals and expectations that underpin each metric. By establishing clear objectives and timelines for achieving them, each employee should understand exactly what is expected of them. |
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