Performance Management| Standard Operating Procedures(SOP) – Human Resources

Performance Management| Standard Operating Procedures(SOP) – Human Resources

As soon as Performance appraisal time is arrived, one of the most awaited aspects of completing the fair-and-Square appraisal revolves around what is ‘measurement’ measured and what is ‘achieved’.

What would you measure, performance or mere activities of employees? is the one who does related work but does not show of himself/ herself or the one who puts up a display but hardly achieve to be recognized and rewarded?

An organization’s objectives can be achieved only when people put in their greatest efforts. How to determine whether an employee has presented his or her best performance on a given job? The answer is performance appraisal. Performance Management is one of the essential jobs of HRM but not an easy one though.

If you are looking for Standard Operating Procedures – Human Resources for Performance Management, refer the -

SOP template cited below.

Standard Operating Procedures – Human Resources

____________________________________________________________________________________________

Subject:  Performance Management                                                                                              Number:  

Effective Date:                                                                                                                                  

 Performance Management: Policy Statement

The Company is committed to treating employees fairly.  Employees will be given feedback to improve knowledge, skills and overall performance with formal feedback give annually in a performance review.  When employee actions or performance falls below acceptable standards or behaviour violates Company policies or applicable work guidelines, laws or regulations, the Company will follow due process and take appropriate action from coaching to disciplinary action, up to and including termination of employment.  Specific actions taken depend on the particular facts and circumstances of each situation and there is no standard course of action or “progressive” discipline for performance management issues.  Coaching and disciplinary measures are intended as a guide for employees to improve and are not intended to create a contract or modify the employment-at-will relationship.

Performance Management: Policy Procedures

Employees should:

1.  Strive to perform at or above performance standards

-  Ask manager for performance standards or expectations if not given

-  Ask manager for clarification when unclear

2.    Perform duties in a professional and ethical manner

3. Follow all company procedures and applicable laws and regulations

-  Ask appropriate source for clarification

Supervisors should:

1.  Communicate standards and expectations to employees (including policies, work rules and position role descriptions)

2.  Provide ongoing coaching and feedback to each employee to enhance performance and development, and document such discussions

3.  Provide formal written feedback in a performance review annually (or more frequently as necessary)

4.  When deficiencies in performance occur:

-      Promptly communicate the deficiency to the employee

-   Give a reasonable amount of time, under the circumstances, to improve performance or behaviour to an acceptable level

-  Communicate consequences if improvement is not achieved and maintained

- Prepare and maintain thorough written documentation and records of deficiencies and discussions (including consequences communicated)

-  Consult with Human Resources before any formal disciplinary action is taken.

End of the SOP -Performance Management

To conclude, Why performance Management often leads to dissatisfaction among the good performers?

Then again it offers a competitive advantage to an organization by means of improving performance, helping make right judgments, confirming legal compliance, curtailing job dissatisfaction and employee and employee attrition and ensuring consistency between organizational strategy and behaviour. 

For a successful performance management system follow -Performance management 3 phase process and procedure

Performance Appraisal Management: A Practical Approach