Human resource field personnel often deal with the complaint of useful and non-useful performance evaluations/reviews. Many times, the intention is good, and the human resource department provides the resources for the evaluation to be meaningful and effective for both the employee and the employer.
Managers are rushed and at the end of the day, they are forced to gather all completed paperwork and to submit it, including performance evaluations. Sometimes, this situation results in a poor performance management evaluation system for the employee.
This week, please review academic journals to research best practices in the performance evaluation process. After summarizing best practices for effective performance measurements, create an annual timeline that human resources could use for managers to make the process a year-long process and not an annual report that is rushed because of other time-sensitive deadlines. Include suggestions for making the process more meaningful and engaging for the employee and supervisor. For example, document the number of times you will meet with employees throughout the year to discuss their progress. How will you document their successes, challenges, and concerns? Will professional development be incorporated? If so, how often? How will goals be revised, if needed, throughout the year? How is this determined? These are a few areas to consider for your plan. An annual plan will include a list of ideas/suggestions supported by academic literature. Flexibility is also important because employee needs will differ.
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