Performance evaluation for permanent employers is a balancing act which often becomes the focus of criticism and leads to lengthy debates. The task is even more challenging when evaluating short term employees. Here are a few tips on how a HR department can ensure that the process goes smoothly.
Employees must be made to understand from day one their functional role and the constraints attached to it.
It all parties begin work with the outcome clearly in mind; there will be no surprises at the end. Scope, evaluation criteria, rewards and required resources should be clearly spelt out.
At evaluation time, open communication without fear should be encouraged to appreciate achievements and develop areas of improvements.
Pay for performance is preferred, however, in cases where the employees are on third party payroll, financial rewards should be clarified at the beginning of the year to avoid any disappointments.
If the services of the employees are extended, the role and expectations must be reviewed again in all respects, preferably with some role enlargement to provide motivation.
Having invested time, training, expertise, etc, it would be unwise to lose an experienced person especially to a competitor, and the HR department to give due attention to such evaluations.
Remember that all employees (permanent and short term) should be treated alike, not only to ensure fairness but also to promote the organisation as the employer of choice if and when the employee goes back t the job market.
Employees must be made to understand from day one their functional role and the constraints attached to it.
It all parties begin work with the outcome clearly in mind; there will be no surprises at the end. Scope, evaluation criteria, rewards and required resources should be clearly spelt out.
At evaluation time, open communication without fear should be encouraged to appreciate achievements and develop areas of improvements.
Pay for performance is preferred, however, in cases where the employees are on third party payroll, financial rewards should be clarified at the beginning of the year to avoid any disappointments.
If the services of the employees are extended, the role and expectations must be reviewed again in all respects, preferably with some role enlargement to provide motivation.
Having invested time, training, expertise, etc, it would be unwise to lose an experienced person especially to a competitor, and the HR department to give due attention to such evaluations.
Remember that all employees (permanent and short term) should be treated alike, not only to ensure fairness but also to promote the organisation as the employer of choice if and when the employee goes back t the job market.
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