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- HRM – Performance Management
- HRM – Employee Engagement
- HRM – Employee Performance
- HRM – Compensation Management
- HRM – Rewards & Recognition
- HRM – Organizational Culture
- HRM – Workplace Diversity
- HRM – Industrial Relations
- HRM – Dispute Resolution
- HRM – Ethical Issues
- HRM – Audit & Evaluation
- HRM – International HRM
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- HRM Useful Resources
- HRM - Quick Guide
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- HRM - Discussion
HRM - Employee Performance
Businesses would do well if they continuously groom their employees. This would pave way for improved performance. Not only does it help businesses to meet their goals and objectives, it can also keep employees meet the challenges and remain loyal to their organizations.
Techniques focus on individual employees as well as the overall staff. Employers might want to equally help someone doing brilliant work as well as the one with no potential to develop.
Therefore, saving on recruiting costs, a staff who already does great work might require a boost to qualify for the next promotion or receive some additional bonus in the salary.
Employee Performance Reviews
One of the frequently used tools to develop employee performance is the annual performance review. Companies don’t necessarily follow a fixed format for accessing employee performance. Individual businesses require choosing if a particular employee’s skills and competencies will lead to success.
Typically, an employee answers questions about his/her skills, abilities, potential and competencies on a form and his boss also responds to those questions. Then they meet to discuss the employee’s work.
Topics of evaluation must address what the employee is expected to complete.
Performance areas to develop should be discussed.
It should be checked if the employee was given the tools necessary to complete his tasks.
An assessment should be made as to what the employee has not completed but was expected and why.
Performance reviews have a lot of impact due to salary increases and bonuses are frequently dependent upon their results. Employees should be consistently encouraged by a boss with verbal praise for a job well done.
Coaching
One of the ways to improve an employee’s performance is through coaching. Coaching can be defined as a nonjudgmental and interactive process that helps the manager and employee create a performance plan focused on one or two performance areas.
During a typical work day, the coach asks questions and listens to the employee, facilitating feedback and support on the basis of his performance as required. We can say that coaching highlights growth and development.
A coach helps average performers perform better by determining their potential and understanding why they aren't achieving more, creating a plan to reach their potential and reinforcing their strengths.
Working on Low Morale
Some employees suffer from lack of morale or low morale. Leaders can help unsatisfied, poor performers with low morale become more disciplined, satisfied and willing to perform assigned tasks without a threat of job loss.
Leaders can improve employees’ morale by being clear about what they want to say, holding active interactive sessions, inviting group discussions, being mindful of how they reward employees, and boosting employees through modeling.
A leader’s behavior helps others see the importance of their work, especially if leaders consider themselves part of the company team and work with employees to set company goals, instead of being strictly task masters.
The leader must also build a sense of “we” with employees so that they get a feeling of loyalty and belongingness towards the company and contribute to company goal-setting, objectives and resolution of disputes.