Having an effective employee performance management system in place can go a long way in keeping the Company healthy and ahead of competition in the long run.
Some successful employee performance management strategies are:
- List the Employees’ Expectations. There is no place for ambiguity. Clear-cut guidelines can be valuable in team building. This, in turn, can lead to higher productivity, accountability and increased team participation.
- Find out the Obstacles in an Employee’s Path. If an employee does not meet clear-cut expectations in spite of being aware of them, find out what is it that is hindering his/her performance?
- Be aware of and Acknowledge all that’s Valuable. An attitude where people and processes of importance are appreciated at the moment of action is of much more merit than filling up lengthy forms that may never be read.
- Beware of Pessimistic Employees. Managing them can be quite a task, but if done effectively, it can spare the organization any negativity they spread. If ignored, this negativity can gnaw insidiously at the organization.
- Building a Rapport with your Employees can be linked to Employee Performance. Associating workplace results with employee performance can help improve or refine the latter. Discussing new projects, overdue assignments or updates about accomplished tasks can prove to be easy ways to improve employee performance informally.
- Do the Groundwork and then Proceed. Avoid rushing with the design or implementation of half-baked employee performance management strategies. Unless fully ready, it can be more damaging than beneficial to the organization and employees.
An effective employee performance management system could include the following policies:
- Matching people and positions with an appropriate selection process.
- Discussing requisites and achievement-based performance levels, results and measures.
- Arranging for effective orientation, training and education.
- Building in continuous coaching and feedback into the system.
- Developing the skills of employees with quarterly performance reviews and discussions for further improvement and development.
- Enabling a workable compensation and recognition system that rewards people for their contribution to the organization.
- Arranging for promotion and development opportunities for its employees.
- Providing assistance with exit interviews to comprehend why good employees leave the organization.
An employee performance management system zeroed in for the organization should ideally reflect its culture and beliefs. Performance consulting and training can result in benefits for the employer in areas such as higher manpower productivity, knowledge, loyalty and contribution. This also means better measurement of enhanced employee performance.
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In eLearning courses, two types of assessments are used – formative and summative. Formative assessments are conducted after completing each topic. On the other hand, a summative assessment is conducted at the end of the course. In formative assessments, feedback is given after each question is answered. The goal of a formative assessment is to reinforce the learning. Whereas, the goal of summative assessments is to evaluate the learner. A summative assessment is similar to a final exam where feedback is not provided and results are shown at the end of the course. This info-graphic shares some information about formative and summative assessments, used in eLearning courses.
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