How To Guarantee Success With Your Business Performance Assessment Program -


How To Guarantee Success With Your Business Performance Assessment Program

By Claudine Hodges

Hiring the best employees does not guarantee that they will deliver on their own. Performance assessment programs offer reviews, insights and guidance that help them deliver more and easily. Even the best business performance assessment program will fail terribly if it lacks several critical pillars. These conditions are supplied by the organization and the workers to ensure overall success.

Deliberate hiring and continuous development of your workforce- only individuals with particular skills should be hired. Their skills provide realistic chances of delivering to your expectation. The organization must put in place mechanisms to ensure that these individuals sharpen their skills through continuous learning. Lack of skills cannot be compensated by any scale of motivation.

Free circulation of ideas and actions throughout the organization- every individual must be aware of the expectations from those above him and those below. It is these expectations that enable supervisors to provide necessary tools to their juniors and the juniors to meet targets set by their supervisors. This level of awareness creates a common goal which everyone works towards. With clarity of expectations, appraisal is easy to conduct.

Inclusion of regular assessment among supervisory responsibilities- the organization must assign resources to assessment through setting of targets and giving feedback. Supervisors and the workforce must embrace this as part of their responsibility. This appraisal must, however, be assimilate instead of appearing like a disruption. Such an attitude will lead to its complete failure.

An objective criterion for appraisal- the method used to assess output needs to be clear and open. The targets must be spread uniformly and include all workers in the same category. Ambiguity becomes a source of disgruntlement and makes other people to feel as though there is favoritism.

Positive link between hitting targets and reward- the organization must reward well performing employees in monetary or non-monetary terms. This is a clear signal that hard work and delivery of targets is recognized and appreciated. Employees who feel unappreciated are not motivated to make extra effort in achieving the targets of the organization.

Recognition of extraordinary and exceptional cases- the management must take cognizance of both extremes in the process of delivering on targets. This means promotions and rewards to employees who deliver the best results. Poor performers should be guided on methods of achieving their targets. If no improvement is noted, they should be released and replaced by fresh employees.

Involvement and recognition of assessment programs by management- management must appreciate, recognize and assign resources to programs aimed at assessing delivery by employees. This eliminates the cynicism and contempt that characterizes some interactions. The effort must be recognized in all management and operation levels with the results being crucial in HR decisions.

The process of recruitment should assign each employee a role with expected skills and behavioral pack. The HR should define five to six competencies that must be fulfilled to get the job. Employees must understand the responsibilities assigned to each role. These are the tenets used to review performance.

Every performance appraisal program must be time bound. It gives supervisors the limits within which reviews will be conducted. Frequent reviews help to identify weaknesses and ensure that appropriate measures are taken before the flaws affect performance. The process must be embraced by the entire organization for it to succeed.

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