Managing the Performance of Employees

P5
All companies including the NHS will use some or all of these to manage the performance of its employees.
Managing performance
A business can only find out how hard employees are working if they measure their performance. Managing performance involves monitoring the targets and goals that employees have been given to see how they are progressing, this can be done in a number of ways.
Probation
When an employee starts a new job they are often put on probation for a certain time where their progress is closely monitored. This allows the employee to demonstrate that they are suitable for the job and help them decide if the job is right for them. During the probation period the employer has the opportunity to decide if the employee is suitable for the job and can provide feedback and intervene if needed. The amount of time an employee spends on probation depends on the job level and can be anything from one week to one year.
Appraisal
Appraisal systems in any organisation should be designed to motivate and encourage employees to give their best performance. The targets that are set by the employer and employee should be a mix of what is needed by the business and what is needed by the employee. It is important to get this balance right so that not everything is weighted towards the business.
Supporting employees
Monitoring
Monitoring a way of checking that an employee is making progress .monitoring usually takes one of two main forms: formal monitoring, where managers check or watch an employee in an obvious way, or informal mentoring, where managers make more discrete judgements about how an employee is fitting in to the workplace or if they are having some kind of problem.
Buddying
Buddying in the workplace is where an employee, usually new to the job or the company, is supported by a more experienced or established employee. The buddy systems within organisations are usually slightly different but the main goal is to make it quicker and