Improving Employee Performance

To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance.  To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior – subordinates and management – employees.  To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.

To provide feedback to the employees regarding their past performance. Provide information to assist in other personal decisions in the organization.  Provide clarity of expectations and responsibilities of the functions to be performed by the employees. To reduce grievances of the employees. To judge effectiveness of other human resource functions of the organization, such as, recruitment, selection, training, and development.

‘Knowledge’ is information or data particular and specific to a subject, empowering a man to comprehend a subject to a satisfactory level. ‘Skill’ is a developed or created inclination or capacity in a specific intellectual or physical domain. ‘Abilities’ is the inherent internal talent, skill, or proficiency in a particular area.  More and more organizations are now using an analytics platform and investing in data in a major way. Employee-related data such as, team interaction, performance rating, employee feedback, and well-being helps make more informed decisions and improve the employee experience.

The main purpose of any organization is to make sure that all the employees work towards the strategic goal of the company. For this purpose, it is crucial that the company should define well-defined and clear goals and work efforts for each employee. Each employee should clearly know his performance goals and work effort. He should know, towards which direction he is working each day. It is essential that the goals and work effort defined should be specific, measurable, challenging, practically feasible and encourages participation.

Some of the key considerations for developing performance objectives are:

Define short-term goals which may generate long-term gains.

Identify the possible obstacles and the complex issues in the process of realization of these objectives.

Create flexibility into the system so that necessary changes can be added as and when required.

Keep a track of the resource needs.