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mayumidacillo
02-08-2015, 09:25 PM
How do HR officers plan for their employee's performance improvements?

vangogh
02-09-2015, 10:47 AM
Could you be more specific. I'm not sure if you mean what do HR officers do to help improve the performance of employees or do you mean what do HR officers to reward employee improvements? Are you asking ow HR might motivate employees? More details about what you're asking would be helpful.

CCAdamson
02-09-2015, 01:02 PM
VG asked some very good questions. What is it specifically are you looking for?

mayumidacillo
02-20-2015, 02:56 AM
Yes, something like that.. What do HR officers do to help improve the employee's performance?

vangogh
02-20-2015, 03:35 AM
You need to be more specific before anyone can answer. We need more than improve employee's performance. Be specific.

CCAdamson
02-20-2015, 08:08 AM
I can give you a very high overview answer but if you are looking to fix a specific performance issue it may take more than I put in this answer. I am an HR Director and we deal with performance issues on a daily basis, it is my responsibility to assist the Supervisory team on ways they can engage and motivate their employees.

1. Have clear goals for the team. If they don't know what direction they need to go they'll never get there.
2. Provide tons of feedback. Let them know how much of the goal they've achieved or where they need to pick up the pace.
3. Think about the work in three categories; safety, quality, and productivity. These three things can be applied to any form of business but if you make it simple they aren't overwhelmed with details. I know that may not sound positive but it is, everyone knows there could be a million things that go into each of those three categories but if you make it a simple break down it is easier to stick to it and follow it.
4. Positive reinforcement, be a CHAMPION to the team not the boss. Encourage them to be the best through offering little nuggets of praise.
5. Be honest, not everyone performs at 100% all of the time. You need to be honest and provide the constructive criticism necessary for them to learn but not beat them down.

For specific targets of performance the approach is still the same but with more details about the exact goal.

mayumidacillo
02-23-2015, 08:24 AM
How would you motivate an employee whose performance is going down?

CCAdamson
02-23-2015, 01:22 PM
Each person is different. Some respond to a direct approach (Do this or it could cost you your job) while other prefer a more "sensitive" approach. The first thing a manager need to understand is WHO they are dealing with. Personalities are all over the board in a given work environment.

A lot of times people get frustrated or fed up with an organization because they think they don't matter. They begin to think their actions and ideas are not noticed or heard. A lot of times they are right. Talk to them and ASK them about their job and ask them if they have any ideas on how to make it better. Control the situation by asking the right questions. 9 times out of 10 they already have the answer in their mind but no one has ever listened to it. Even if their idea is off the wall they have at least been heard they now feel they are part of the solution and will involuntarily work harder and smarter.

Freelancier
02-23-2015, 02:21 PM
How would you motivate an employee whose performance is going down?
It depends.

Look, if there was a "one size fits all" approach to management, managing would be simple and less damaging to everyone's career. But it's not. Managing is a human endeavor and that means that mistakes will get made and people will get mad or upset or leave... or they won't.

A good manager will have fewer problems, just because problems don't fester for long under his/her watch. A good manager is sensitive to their employees needs/wants/desires and goes out of his/her own way to make sure that the employee is aware of the manager's actions on their behalf to help satisfy those needs/wants/desires. But good managers are hard to find.

Another form of this question is: how does the organization respond to an employee whose performance declines? And that's also going to be different for every organization. There's no one "right" answer, just the answers that the organization has chosen. HR can sometimes help with this, but often they aren't even considered when there's a problem except to make sure there's a witness.

Runum
02-23-2015, 07:21 PM
How would you motivate an employee whose performance is going down?

If an employees performance is going down, there is always a reason. Find out the reason and you can address the cause. However, finding out the reason for the downward performance does not guarantee the cause can be corrected. Sometimes it is best for all to part ways and call it even.

Adel Landman Steyn
02-26-2015, 09:36 AM
The size of the organization also gives a general idea of how you would normally deal with it.
If it is a small entity, these things are usually handled informally, wherever possible. It tends to be better for employee morale.
The question is whether you want to preserve the working relationship or not, really.
If this is a star employee normally, you may want to "motivate" them. The truth is though, that "motivation" is probably not going to improve their performance if there is a problem at home (death in the family, etc.)
If it is NOT normally a star employee, this may point to a lack of internal drive and external motivation is extremely unlikely to be effective, at least over the longer term.
Most companies just choose to part ways and any "motivation" from HR is simply so that they won't get sued for wrongful termination. It sounds horrible, but that's really how it works.
Which brings us to, if you are intending to terminate the employee, you need to follow company procedures (which may not conflict with the law), or if there are none, the labour law.

mayumidacillo
03-11-2015, 12:55 AM
Yes, maam.

mayumidacillo
03-11-2015, 01:02 AM
What can an HR officer contribute when the performance of the employee is not improving?

Freelancier
03-11-2015, 07:18 AM
What can an HR officer contribute when the performance of the employee is not improving?From my experiences in many organizations, what they can offer is both (1) a sounding board for the manager to find another path to improve the situation and (2) an organizationally accepted process for putting the onus of improved performance back on the employee where it often belongs.