HR Performance Management Plan
Performance Management Plan
Phase One:
“Performance management is a series of activities designed to ensure that the organization gets the performance it needs from its employees,” according to the Mathis text (319). It should effectively communicate to managers and employees the standards for performance and the organizations goals.
Key Performance Areas
Entry-level Positions-
#3 Warehouse Associate
#4 Human Resources Assistant
#8 Mail-Room Coordinator
These employees will be provided with a job description likely at their interview, and if not at their orientation, which will provide the basic framework for their position within the company. Then, in more detail, they will discover the specific expectations, tasks and goals of their position during the training process. These details will be provided orally through training and also through training documents that will be made available to them at all times in digital form. These will include the day to day tasks, the purposes of such tasks, and the appropriate steps to complete them successfully. Before leaving the training program, each employee will meet with their direct supervisor regarding the skills and lessons learned. They will discuss the employee’s level of readiness, the immediate goals of the department, and the important role the employee’s position takes in the organization. This will also be a great opportunity for the employee to ask any questions before assuming their position without an official training presence. If need be, additional training can be provided at this point. They will also be provided details about the performance assessments to be administered throughout their employment and the purpose of such evaluations.
The employee will take part in the traditional 30, 60 and 90 day reviews that are described later in the plan, and will also be prompted by supervisors for their thoughts on furthering their careers
Phase One:
“Performance management is a series of activities designed to ensure that the organization gets the performance it needs from its employees,” according to the Mathis text (319). It should effectively communicate to managers and employees the standards for performance and the organizations goals.
Key Performance Areas
Entry-level Positions-
#3 Warehouse Associate
#4 Human Resources Assistant
#8 Mail-Room Coordinator
These employees will be provided with a job description likely at their interview, and if not at their orientation, which will provide the basic framework for their position within the company. Then, in more detail, they will discover the specific expectations, tasks and goals of their position during the training process. These details will be provided orally through training and also through training documents that will be made available to them at all times in digital form. These will include the day to day tasks, the purposes of such tasks, and the appropriate steps to complete them successfully. Before leaving the training program, each employee will meet with their direct supervisor regarding the skills and lessons learned. They will discuss the employee’s level of readiness, the immediate goals of the department, and the important role the employee’s position takes in the organization. This will also be a great opportunity for the employee to ask any questions before assuming their position without an official training presence. If need be, additional training can be provided at this point. They will also be provided details about the performance assessments to be administered throughout their employment and the purpose of such evaluations.
The employee will take part in the traditional 30, 60 and 90 day reviews that are described later in the plan, and will also be prompted by supervisors for their thoughts on furthering their careers