‘A Practical Guide to Human Resources Management’ – Chapter 3: How to Measure a New Employee’s Performance
The Global Human Resources Outsourcing (GHRO) team is sharing some hard-won business insights directly from the source.
”A Practical Guide to Human Resources Management” is a 266-page guidebook to the intricacies of the world of employment from Jeff Stinson, founder and president of Global Human Resources Outsourcing (GHRO).
Chapter 3: How to Measure a New Employee’s Performance
At this point, we are pretty sure we have hired the “right” person, have made sure the new employee was properly oriented and made to feel at home, and have seen some early work. Now, the process of performance management really begins.
While most managers look at the “performance review form” as the performance management system, it is simply one of several tools available to provide employees with the feedback they require to improve and sustain their performance.
There are leaders who believe that the “performance review” is all that is required of the performance management system. After all, they fill out forms, spend time discussing the review with the employee, and establish goals for the following year. Isn’t that it?
It very well may be, if your system has no desire to tie the employee’s goals to the overall goals of the organization. If the goal is to simply measure an employee’s performance vs. a series of pre-determined goals, then yes, you are done. If, on the other hand, you want to tie everyone in the organization to the goals of the organization, more work will need to be done.
Designing Smart Goals
The first step in any employee review process should be the development of clear and achievable organizational goals. Whatever organizational goals you decide are important, they must be communicated throughout the organization, even down to the lowest level.
From here you can start to establish employee goals that art “SMART.” Here is what I mean by SMART goals:
Once you have established your employees’ individual goals based on organizational goals, written the review and sat down for that difficult discussion, you proceed to a discussion of how to pay them.
Next: Chapter 4 – How to Make Sure You Pay them Correctly