What are the components of an effective performance review program?

Performance Review Program is designed to measure the performance of various kinds of workforce in an Organization with various components that relate to the NATURE OF JOB.

General components are :

1. Job Knowledge

2. Job Responsibility

3. Job Execution

4. Teamwork 

5. Time Management

6. Communication Skill

7. Productivity

8. Accuracy

9. Technical Knowledge

. Attitude & Discipline

. Attendance

. Safety Awareness

. Training & Skill Development

Performance Review Program may be developed not only with the above components, but also the other aspects that directly relate to the employees' performance.

By measuring the performance of the employees in all aspects, the Employer ensures that the employees are delivering their best output at the same time the employees also feel that they are working and growing with the employer.

MARKET SHARE

CUSTOMER SATISFACTION

CUSTOMER RETAINTION

TARGET

Targets within stipulated timeframes.

For a review to be useful in an organisation, there has to be documentation of every action of an employee.So that we determine whether this action will play a huge role in driving towards our target.

There has to be revisitation to review programs even before the elapse of review times

Job Knowledge

Job Responsibility

Human Relations

Attendance & Discipline

Communication

Team work

Time Management

The basic concepts of any performance evaluation program are basically:

- A fair and adequate evaluation system for measuring the contribution of any employee to the company's activity.

-Effectiveness: Relevance of objectives, degree of achievement

objectives, utiulity and satisfaction of

customer needs and their consequences to

medium and long term.

-The efficiency: Productivity, efficiency, economy and all

the ratio "results / resources" and

"results / organization of work".

-The Relevance: Relation of convenience, of about

objectives and needs of the

clienteles

Motivation of Labour force and provission of equipment

Having review in every situation or policies makes a great outcome because there was a saying that slowly but surely, that means having this kind of personality makes evertyhing perfect.

Performance review as a collective process should include Setting objectives, Development programs to support achieve those objectives (if required), period review and an effective feedback model.

An SBI model (Situation, Behavior and Impact) is a great tool to use in an effective performance feedback session, that can help both managers and employees to quickly identify an issue, behavior observed and the impact it had. Depending severity, one can quickly develop a solution and put into practice, which then can effectively be used to coach the employee and review the performance

For an effective performance evaluation to take place an established set of standard performance measures must first be in place. This criteria will allow each employee to be measured objectively in terms of how effectively he has met expectations and reached job performance goals. According to The American Academy of Family Physicians, these measures should encapsulate "specific quantity and quality goals attached to the tasks listed in a job description

Objectivity and based on achieving goals

Strong HR that can facilitate the process after defining the process with clarification to all staff