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Performance Evaluations for ALL
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Performance Evaluations for ALL
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I am in the process of creating an HR department. In the past, PE's were handled by a "Hit and Miss" process. I am currently integrating organized procedures for this.
Our current procedures indicate
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Forums » Topic Forums » General Forum » Performance Evaluations for ALL
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Performance Evaluations for ALL
posted at 8/30/1999 10:18 PM EDT
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Posts: 63
First: 8/1/1999 Last: 8/31/2000 |
I am in the process of creating an HR department. In the past, PE's were handled by a "Hit and Miss" process. I am currently integrating organized procedures for this.
Our current procedures indicate an evaluation be given to all employees on a semi-annual basis. However, I have noted several managers that have not received an evaluation since hire or their prospective promotions. Is it legal, and therefore, good practice to give evaluations only to standard employees and supervisors and completely forego managers? Or is it better practice to document the "good behavior" as wells as the bad? Any information will be greatly appreciated. Thank you. |
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Performance Evaluations for ALL
posted at 9/1/1999 6:18 AM EDT
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Posts: 1
First: 9/1/1999 Last: 9/1/1999 |
Performance Evaluation is only one part of the entire performance management process. The goal of the process is to manage and align employees performance so that it is synchronized with the organization's goals and objectives. PE documentations serve as a formal documentation for past performances (both +ve and -ve) and are usually used for legal, compensation and organizational purposes. While it is only one part of the process, it shoul dnot be neglected. I had the same issue when I was in multinationals. Perf Management takes more than just filling forms. It requires a cultural change and acceptance from the management and employees. |
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Performance Evaluations for ALL
posted at 9/10/1999 2:54 AM EDT
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Posts: 3
First: 8/30/1999 Last: 9/10/1999 |
e-mail
date: Sept. 10, 1999 from: J. G. (Jerry) Hart, CMC subj: Junk Appraisal Systems and try something new ... How-Goes-It! When something's not working, it's time to try another approach! And most Perf. Appraisals don't work. The number of comments about appraisals in this forum is amazing ... and suggests that maybe it's time to junk the old "appraisal" systems and try a new system. That's why we "invented" How-Goes-It to replace the old conventional appraisal for one of our clients. How-Goes-It is the result of applying our ShirtSleeves Management approach. With ShirtSleeves Management, we look at the outcome desired, and then ask how we can make that outcome happen in the simplest, most straightforward way. We looked at the appraisal system and realized that the desired outcome was really effective, growing people. We also saw that neither the employee or the supervisor was very comfortable with typical appraisal systems. Putting these two together, we came up with the How-Goes-It approach. How-Goes-It simply changes the typical appraisal interview into a mutually beneficial conversation about how both the employee and the supervisor's work can be made easier. Instead of a stressful judgmental/defensive atmosphere, we introduce an open-ended exploration of how each might help the other. Truly a Win-Win solution! If you're interested, we'd be happy to share the idea with you for possible trial in your organization. The only thing we ask is that you tell us how it worked (or didn't work) for you. Just send me an e-mail, and I'll get a copy to you pronto. J. G. Hart, CMC jghartcmc@aol.com http://www.mcinet.com/GlobalLOOK/jghart.html hgi-EMAIL ANS |
Forums » Topic Forums » General Forum » Performance Evaluations for ALL
