Monthly Archives
- May 2012 (1)
- March 2012 (1)
- February 2012 (2)
- January 2012 (2)
- December 2011 (4)
- November 2011 (1)
Social media has become an important consideration for HR departments at companies of all sizes. At the same time that some organizations are using social media increasingly as a means of reaching external audiences and communicating with customers, others are implementing strict policies regulating the use of social media in the workplace. Click here for more information.
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Managers and employees both have plenty of challenges when it comes to performance reviews. For managers, the review process can be time-consuming, tedious and difficult. Some find it arduous having to sum up the qualities and achievements of a diverse talent pool into a predefined rating system. From the employee’s perspective, performance reviews often seem like an opportunity for managers to lavish praise on “favorites,” which can lower the morale of the rest of the department. Click here for more information.
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Every December, BNA publishes the results of a survey on the holiday practices at over 300 companies nationwide. After some big declines in 2008 and 2009, over 75% of the companies surveyed hosted a holiday event last year. Holiday parties can be a wonderful opportunity to gather together and celebrate the successes achieved throughout the year. However, if careful attention is not paid to every aspect of responsible party planning, the HR and Risk “hangovers” from these parties can linger well past New Year’s Day. Click here for more information.
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Savvy business owners are always looking towards the future and strategically positioning their companies. They rely on their top performers to implement these strategies to stay competitive. Now more than ever, it is critical to keep key employees engaged in the business. Click here for more information.
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When citing a reason for termination, the term “poor performance” is often misunderstood. Employers sometimes label employee problems as poor performance or unsatisfactory work; however, in certain cases, the separation should be labeled “misconduct” to define the exact cause for termination. Click here for more information.
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As many business owners work hard to close 2011, growth plans for 2012 may have your managers looking at an already full plate wondering where to find the time to fill these vacancies. The current unemployment rate and job shortage may lead them to believe that this is an “employer’s market” and that adding to staff will be far easier than ever before, when in reality, quite the opposite is true. Click here for more information.
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Sometimes the process of hiring and firing can feel like a revolving door. Not only is this often an arduous process, but having high turnover can also affect your unemployment tax rate if not managed properly.
Employers can expect tax rates to rise in direct proportion to unemployment claims of terminated employees. In other words, if your business has a high amount of employee turnover, typically you can expect to pay a higher unemployment tax rate. Unemployment tax rates will also fluctuate based on company payroll and unemployment benefits charged against your account. Click here for more information.
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Social media has successfully integrated all aspects of our lives; what started out as a tool to stay in touch with friends is now an integral part of business strategies (By the way, did you know Oasis has a Facebook page?) Click here for more information.
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The Performance Review, consisting of a formal Performance Appraisal and Performance Appraisal Meeting, is the cornerstone of a company’s Performance Management System.
The Performance Appraisal, usually performed on an employee’s anniversary or annually based on a company-wide schedule, is a document used to assess the overall performance of the employee for the defined period. This is a formal document and is utilized to make employment-based decisions. Keep in mind, these employment decisions may be made by future managers; thus, it is important to document your appraisal to be kept in an employee’s file.
The Performance Appraisal and the Performance Appraisal Meeting should be a time to reevaluate expectations, communicate the employee’s overall successes and areas for improvement, as well as guide their future development by establishing defined, achievable, and measurable goals. Click here for more information.
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Performance management is simply defined as a system that ensures goals are consistently being met. Effective performance management optimizes results by aligning a company’s goals and objectives with the goals and objectives of individual employees. A company with a strong performance management system operates more effectively and more efficiently. What is the key? The key is that performance management systems are no longer just an Annual Performance Appraisal but instead a strategy anchored with ongoing communication and support that includes:
- Setting Expectations
- Keeping Performance On-target
- Realigning Performance
- Appraising Performance
Setting Expectations is step one in any performance management system. Managers and supervisors need to set expectations before they can hold employees accountable. Setting expectations is not a onetime action, but instead should happen throughout the employee’s time with the company. Managers should set expectations from the beginning by providing employees with a job description that clearly outlines the responsibilities of the position. Managers should also set measurable goals and frequently communicate progress and opportunities for growth to the employee. Setting expectations upfront ensures that both company and employee goals are aligned. Establishing and reevaluating expectations is an ongoing process, especially in a fast-paced workforce where goals and objectives often evolve over time.
Keeping Performance On-target is easier said than done. To keep performance on-target, a manager must be able to recognize when a team or an employee is operating effectively and when an employee or team is not operating effectively. This requires management to set goals that are measurable and monitor the status of meeting those goals on an ongoing basis. This may also involve establishing an employee development plan that sets out goals and objectives and includes regular follow-up to evaluate progress along the way.
When an employee is not meeting expectations, management must consider Realigning Performance immediately. This will increase the likelihood of retaining an employee by correcting performance and not allowing it to disintegrate over time.
Employees are more receptive and become more engaged when this coaching and realignment is part of their daily environment. When performance is not on-target, management must first identify why it is deficient. Were they unsuccessful in setting expectations? Do they need to do this again? Does the employee lack the skills necessary to meet the job responsibilities? Would additional training be effective in closing the gap? Many companies find that training is an effective way to keep performance on-target as well as realign performance. As a partner with Oasis Outsourcing, your employees have the ability to take advantage of a robust eLearning system that offers a wealth of learning opportunities. eLearning is available to employees via the Oasis website 24/7.
Appraising Performance often involves a system of performance reviews. Typically, the most effective way to run performance reviews is to have a formalized system of performance evaluation. Performance reviews traditionally occur after an employee meets the first 90 days of employment and then on an annual basis. The initial 90-day review provides both the manager and employee feedback on progress, opportunities, and challenges.
Annual performance reviews provide an opportunity to formally review the employee’s overall performance for the year. Since your performance management system is ongoing, the goal in the annual appraisal is to guide the employee into the future.
Often, self-evaluations are also part of this formalized system; this is a great way to see if management and the employee’s evaluation of performance are aligned.
Performance management systems are not a linear process, but instead a process that provides ongoing communication and regular feedback throughout the employee’s term of employment. Performance appraisals are always more effective when they involve a dialogue between employees and managers.
The Oasis Outsourcing Human Resources Team is available to discuss and consult on setting up a Performance Management System for your organization, as well as to provide training on Management, Performance Management, Progressive Discipline, and Performance Evaluations. Contact us by phone at 888.818.9797 to learn how we can help.
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