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Every company should use a performance evaluation form for the employee during the probation period, which is defined by the law of labor at three months. But we have to pay attention to jobs that may require a longer period in order for the employee to prove his qualification.
The HR Manager should provide the employee with a job description card specifying his / her duties, responsibilities and job requirements and ensuring that he / she fully understands them.
HRM must make sure after a week of practice that responsibilities are clear to the employee, and if he needs to clarify something.
Through probation period, HRM must monitoring the following :
Ability to have and understand his responsibilities.
Implementing work rules and procedures.
Ability to complete tasks within an acceptable timescale.
Work accuracy and proficiency.
Punctuality and commitment during working hours.
His relationship with managers, colleagues and clients.
Acceptance and following of managers directions.
Maintain of equipment and property of the company.
General appearance and behavior.
From the above, we can decide if his qualifications are fit to the job or not.
Thank you.
Thank you for the invitation.
1) In my perspective, if any individual employee is not able to complete his/her role properly as per job description then you must find out the reason behind of it why his/her performance is not up to the level and the corective action should be taken immediatley that includes Training, Motivating etc.
2) Monthly/Quarterly/a half-year/Yearly Training plan (as convenient to your operation schedule) must be set for each employee by identifying training needs during PDR and cunducting refresh training session on important topic.
3) Traning evaluation and monitoring procedure must be established which helps to review an employee performance.
Thank you for the invitation. This is an important question that we don't always think about. Many factors affect the best period to give/provide training, the timing is as important as the type of training provided.
The best method is to plan the annual training activities during the annual performance review. Looking at the organizations future plans, the needed skills/competencies to be obtained and also the level of the employee performance are the main factors in determining when and what to train them on.
At the same time, this plan should not be rigid and should allow the oppourtunity to reschedule based on the employee's ability to take in the training and to get his/her buy-in as well.
First of all you have to determine strength and weakness in your employee , then setting with her or him performance development plan, review and follow up on weekly basis , progress has to notice from one to three months , depending on the task.
Reasonable time is depend on his/her wish, capability and enthusiasm. Team Manager, should keep motivated, positive his/her team member to accept the challenges and perform.
Thanks
I support my colleague Majid's answer
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It is always in the best interest of the institution to think about improving the performance of workers. This thinking is in the interest of the institution; I consider that the requirements in this care are not related to time but depend on the quality of guidance and help to integrate the worker with the team that works with him; The evaluation to be reached should be somewhat objective; the improvement comes gradually and sequentially, and this kind of assessment depends on the qualification of the Director.
Performance Improvement Plans should maximum extend to 3 months which gives the employee and the manager time required for undersatnding the needs & support required by the employee and which is to be given by trainer, Its Important to discuss the needs and set action plan call it SMART goals.
It is also important for trainer to evaluate the learnings and give timely feedbacks within the stipulated time so that th employee can work on them for his/her better improvements.
Once the employee has reached the desired standard of expectation the rest is on going process with an entwined effort.
And if the employee has not shown any progress that does not mean the employee is incapable just the persons interest and competencies are in otherwise Job role.
Every Company should have evaluation form for the employee during the probation period, But we have to pay attention to jobs that may require a longer period in order for the employee to prove his qualification.
Acceptance and following of managers directions.
Punctuality and commitment during working hours.
Ability to complete tasks within an acceptable timescale.
Work accuracy and proficiency.
General appearance and behavior.
Ability to have and understand his responsibilities.
Implementing work rules and procedures.
His relationship with managers, colleagues and clients.
Maintain of equipment and property of the company.
From the above, we can decide if his qualifications are fit to the job or not.
Thank you for the invitation to the valuable discussion platform
Well, performance simply says it's as a doing his/her job task with efficiency and effectiveness on the time-bound.
Definition
Performance appraisal is a systematic process that evaluates an individual employee’s performance in terms of his productivity with respect to the pre-determined set of objectives”
it is an annual activity, but not always which gives the employee an opportunity to reflect on the duties that were dispatched by him since it involves receiving feedback regarding their performance.
Improving Performance of the employees
1. Training: while on the review of an employees performance review employer gets to the point where employee improvement? which kind of skill need to acquire? .The train them within the team or organization it also helps the organization in future.
2. Motivation: Motive the employee an accurate his performance
3. Counseling and coaching: coach the employee to attain his task how to track the goal.what kind of benefit get the organization and employees
Thank you for the invitation ❤
As a Job Captain, managing a bunch of members, it is my responsibility to lift someone, anyone, everyone in the team because their success is my success, if they fail, meaning I failed to develop them. Compassion behind professional approach should always be there, because firing an employee/team member right away may not be the best move if they fail to perform well during the given time frame. Here's what I can do:
First, I need to determine and cite objective instances of his/her performance issues, as well as investigative validation from his/her, other colleague, peers and managers to attain an unbiased measure.
Second, instead of bombarding them (employee) and keep on pointing out about their failures and issue, I'll help them manage their poor performance by providing them the policy and procedures, in order for them to identify the standards of performance expected from them. I'll provide them practical support by conducting training, and any necessary tools to lift them, and encourage them to improve.
Third, Within the appropriate extension and reasonable time frame given, and with essential factors (supervision, training and encouragement) that would help them achieve a satisfactory level of their performance, recording all the development is a must in order to outline the consequences and sanctions that will be used to address if still there's a consistent unsatisfactory performance.
Fourth, the time to decide whether to let him/her go or proceed with more trainings and support, depends on the situation as long as an employee is not tardy, there's still a chance.
