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Performance Planning Phase 3 - Review and Evaluate Performance…
Performance Planning
Phase 3 - Review and Evaluate Performance
Manager will tend to look for employees' hard date to tell if they have performed up to expectations
Productivity Tests
measuring how much they have done while also evaluating the quality of their work grading it from 1 to 10
Employees should also be graded on their ability to meet deadlines.
Divide the total score over 3 to get the estimated productivity level of the employee.
Key Performance Indicator (KPI)
Quantifiable metrics that reflect how well an employee had done its respective tasks and duties and indicates whether an employee has been hitting the key objectives and targets.
Employers will need to look at the previous data of the employees to identify the behaviour that is needed to be changed
360 degree feedback
Provides each employee the opportunity to receive performance feedback from peers, reporting staff, coworkers and supervisors and can be a definite improvement over feedback from a single individual
provide employers and employees insight of their skills, strengths and weaknesses, and a chance to develop their team cohesiveness and team development
Graphic Rating Scale
Traits or behaviours that are important for effective performance are listed out and each employee is rated against these traits
Ranking
Requires the manager to rank his subordinates on overall performance
Ranking of an employee in a work group is done against that of another employee
(may also be done against another member of the competitive group)
Management by Objectives (MBO)
Step 3: Review and Approval by Manager
Line manager will review, amend (if needed) and approve the objs
Step 4: Action Planning by Employees
Employee will develop the action plan to achieve the set objs
Step 2: Drafting Objectives
Employees comes up with a proposed list of goals
Step 5: Periodic Review
this periodic review provides opportunity for discussion, consultations, and problem solving
Step 1: Initial Meeting
Line manager inform employees the future directions and goals of the company and department, later on asking the employee to suggest some objs the emp would like to achieve
The final review document
Ask the employee to sign and date the review form, explain that the signature acknowledges discussion of the content and not necessarily agreement with them
Route the document to your manager for final signature
Give a copy of the signed assessment to the employee, and place a copy in the personnel file
Checklists and Weighted Checklists
The rating sheet is then scored by averaging the weights of all the statements checked by the rater
Each statement has a weight or scale value attached to it
While rating an employee the supervisor checks all those statements that most closely describe the behaviour of the individual under assessment