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By reviewing performance standards for new hires and transfers. Coaching and correcting lack of performance by apprising and motivating employees or increasing awareness and providing rewards for good performance and behavior. Creating annual performance reports. Execute the planning and management of assignments in an effective and efficient manner. Review work on a timely basis and in a thorough and constructive manner.
I suggest defining clear and measurable performance criteria for eah job and agreeing with every staff memebr on his perfrmance measurments. Effective performance measurement should be based on measuring each job accomplished by the staff member and using the collective results to assess his/her performance at the annual performance appraizal.
Agree with Mr Mohammad Tohamy and Mr Divyesh.
A close follow up on daily basis of the staff performance either by reports or meetings can help to keep the system applied on track and hit the target at the end. So evaluation should be done periodically along with the annualy appaisal, makes it safer to accomplish a good performance system.
Ypu had already mentioned the key pointers to have effective PM system and to add few points;
- A strategis PM system must align keeping in view the organizationearly objectives.
- Aligning the key objectives of individual with sectional targets.
- HAving thorough L&D initiatives.
- Deliberate promotion system.
- Individual developmental plans.
For
performance systemA manager take two stratigies for it first is that he /she work with popel orinted stratgy and2nd is that he/she adopte the taske orinted stratgy it depend upon sitution but these stratigies are work in by the motivation for the goal achiving for mission
Agreed with colleagues answers
Most employees want to be successful contributors to an organization. They want to know what is expected of them and how they can most effectively achieve those expectations. Performance management is the systematic process that a manager applies to involve employees in accomplishing a unit’s mission and goals, improving overall unit effectiveness, and helping employees understand the importance of their contributions.
Effective performance management requires that the manager:
Identify the job duties that each employee is expected to accomplish.
Communicate the competencies (job knowledge and job skills) necessary to be successful in a position.
Ensure that employees have the required competencies, or that there is a process and plan by which they can acquire them.
Provide timely feedback on how effectively employees are applying job knowledge and skills to achieve the goals established for their position.
Reward effective performance.
