My company requires us to perform a performance review for each of our staff members annually. As a part of the review process, we must create goals for the staff member to work on for the upcoming year. Unfortunately, the department that I supervise consists of only minimally skilled “dead-end” jobs. Thus, it is difficult to create goals for the staff. I have compensated by having them work on some personal goals (“You're good at this task, but let's try to become great at this task”), but these people have been working here a long time and I've already done everything there is to do.Read More
Many organizations are asking for HR professionals with talent management expertise. Practically speaking, when someone is engaged in talent management, what is he or she doing?
How do we assess the performance of individual employees who mostly work on teams? While designing our performance management system, the goal is to link each employee’s individual performance with his or her annual reward. But we’re having trouble applying a useful measure to determine an individual’s contributions.Read More
We are an animation company and work on multiple projects of varied complexities. The individual performance evaluation is done based on similar KSAs (knowledge, skills and abilities) defined for specific roles. Our challenge: how to normalize the performance across different projects for individuals with same ratings when evaluating pay hikes/promotions. We will not be able to consider them at the same competency level because their work is of varied complexities.
Each year our management directs our staffers to write their own evaluations for appraisals. These written evaluations then become the basis for appraisals. Realizing that one size does not fit all companies, we nevertheless want to create some type of standardized format to use for these self-assessments. How should we structure it so we are reasonably sure that the questions generate honest responses from employees? What other pitfalls should we take note of?
There are ways to help make the effectiveness of the process you currently have better. Rather than tell you you're doing it wrong, here are some thoughts that can help maximize what you have in place.Read More
Our company imposed a raise freeze during the past three years, but should we still conduct yearly employee evaluations anyway? If so, what are the credible business reasons for continuing the practice?
With the new value placed on adaptable employees, hiring managers appear to be seeking workers who are willing to take on different tasks.Read More
We are seeking a way to evaluate individual managers for effectiveness at our company of fewer than 200 employees. Generally, 360 reviews are not recommended for companies of our size. What other tools could we use?
—Doing a 360, human resources manager, finance/insurance/real estate, Chestnut Hill, MassachusettsRead More
How do we make managers more aware of the importance of looking after their people?Read More