In
the stiff competitive era of recession, organizations have realized the
importance of deploying a strategic Performance Management system in their
plans to gain a competitive edge over their peers. Implementing of such Performance
Management Tools
and strategies will help the organizations in streamlining the activities of
the employees by making them to understand the ultimate mission and vision of
the company. Performance management can also be a useful tool for aligning all
the major organizational functions and sub functions so that the focus of all
the employees is directed towards attainment of the organizational goals.
Performance
Review is also one of the major aspects of Performance Management which helps
the organization in aligning the grades to the employees based on their
performance and conduct. The main reason companies require performance reviews
is to have a method for distributing annual raises among their workers. If each
employee will be allotted with a grade, raises can be easily distributed based
on that grade. Traditionally, HR departments had to work hard to calculate and
provide such reviews but now with integration of IT in all sectors the Performance Management Tools are also automated. Now Performance
Review Software
is available for the HR managers to make their work more simple and accurate.
However,
getting Performance Review Software will make the evaluations
more clear and efficient. The employees will be graded without any favoritism
by the managers. All the employees are though not fully satisfied with such
reviews, individuals employees can prepare in advance to cope up with such
reviews to have a positive impact of it on their careers.
Here
are few points the employees must look at before getting ready for a
Performance Review meeting:
·
The
employees must become familiar with the review process and all the perspectives
of it. They should be very well in advance prepared for the questions and the
procedure that is involved in the process. One can consult the co workers who
have already been through the process to get the clear picture of the criteria.
Being familiar about the procedure in advance can make you more relaxed.
·
Pen
down all your achievements that you want to showcase in your review to the
manager. Having a written copy of all the points in advance will make you clear
about what to include and what not to in the meeting.
·
Always
make sure to link your achievements to the overall success of the organization
in front of the manager. This will leave a positive impact on him.
·
Include
your self evaluation also into the list. This will help the manger to
understand how very much you are involved in the review meeting.
·
Before
your review meeting go out and ask a couple of co workers about your
performance over the year. This is called 360 degree feedback and it provides
information to you from others who are watching your performance from a
distance. This will help to forecast what will be the result of your
performance review meeting.
Unfortunately,
performance reviews are mostly viewed as negative by managers and subordinates
alike. The reason though varies. But the implementation of Performance Review Software will give a sense of precise
review without any partiality to all the employees. In environments such
as consulting, where work is project based, performance reviews will be
more worthy if carried out after each project completion instead of following a
fixed period pattern. In other work environments, more frequent reviews, such
as on a quarterly or even monthly basis should be conducted to get the true benefits.
Learn more at http://www.bullseyeevaluation.com/web-based-employee-evaluation.aspx
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