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Employee Performance (MEASURING PERFORMANCE (Smart Targets (Tool used to …

- - - - Specific Measurable Achievable Realistic Time-bound
        
        SMART targets allow employees to set targets to achieve for themselves or the company. (In the form of work or levels of sales)
        
        Days on which the measurement and review will be conducted must be included in the SMART targets.
        
        Hudson's Bay company measures its employee performance, using SMART targets, by reviewing set levels of sales. (In terms of sales employees)
        If the targets have been reached, performance is positive, if the targets have not been reached, performance is negative.
  - - - These goals, if clear and challenging, are a great method for motivating employees to achieve their personal goal by working hard(er) and more productively.
        
        Personal goals are usually set over a long period of time. The most used goal periods are one year, six months or three months, this differs per employee and per goal.
        
        Hudson's Bay Company measure the employee performance by regularly checking the progress toward achieving the goal.
- - - - Monitoring progress within the first period of time (probation period) gives the manager a clear indication as to the likelyness this person is in the right place within the company.
        
        Because this new emplyee is watched closely, accurate feedback can be given/recieved from both manager as well as employee.
        
        Both employee as well as the manager have the right to disband any further business with one another whithout giving specific reasons. The duration of the probation period depends on the level of the job description.
        
        The probation period to Hudson's Bay Company is very important. If new employees behave absolutely out of order, the manager is allowed to remove this person from the staff-member list. (Stopping the contract signed by both parties.)
  - - - Disciplinary procedures are used to prevent under-performing employees. If disciplinary procedures are not used then the under-performing of one employee can lead into the entire organisation working under-performing.
        
        Disciplinary procedures are set out within Hudson's Bay Company in order to prevent the employees to under perform. The disciplinary factor is at first removing an appropriate amount of money from the paycheck (if the employee works hard enough the next period than the employee may ask to still recieve the amount of money they were denied.)