Small- Medium Sized Enterprise (SME) Performance Management SystemS/Appraisals

It is important to position your organization for growth and remain constantly ready for change. The best way to do so is to determine the current position of the organization. When determining the organization’s current position, this is not only applicable to the financial wherewithal of the Organization, but more importantly is the workforce. The question is, how does a business owner determine the direction of the organization, if you are not sure of the organization’s current position?

Business owners have tools that make this possible to determine the organization’s current position. Management’s time and effort spent on increasing performance reduces employee turnover. First be sure there is a detailed up-to-date job description in place for all positions. Also, be sure the employee manual details the performance management system. If an employer is beginning a series of conducting performance appraisal interviews, be sure the employee manual is up-to-date to avoid any discrepancies in the process. Identify if an employee is to conduct a self-appraisal interview.  It is important to identify whether the appraisal policy is coordinated with any union agreement. 

During the performance appraisal interview be sure to discuss the goals and objectives established for the employee.  Reiterate the areas agreed upon as well as any disagreements. Highlight positive skills, traits, accomplishments areas of growth.

Once you have implemented a performance management system, you will see positive aspects of doing so. Again, one of the main goals of a performance management system is to assess the current position of your workforce in order to improve the Organization’s future performance and productivity.

All-4-HR & Business Solutions virtually managing SME HR back-office operations…, administrative services and business development

See You Soon!

April, BA, MBA

President, All-4-HR & Business Solutions

Building a Staff You Can Count On Begins at the Interview

Preemployment inquiries (Interviewing)

Building a successful business is an ongoing process.  There are many variables to take into consideration when building a successful organization. There is one variable that will never change across industries or time – hiring employees you can count on.  The process following preparing and/or updating the job description and candidate selection is the interview.  It is one of the most important processes to achieving organizational goals. When meeting an interviewee, it is important to establish a rapport and make the candidate comfortable. The object of the interview is not to intimidate but to make sure the candidate feels free to put their best foot forward during the interview.

Introduction:

•     Greet the candidate with a warm smile and shake his/her hand. It is polite and          thoughtful to ask the candidate what name they would like to be called.
•   Making the candidate comfortable can usually be accomplished by beginning the    interview with small talk. Small talk ensures the candidate does not feel intimidated. (The weather or the drive in is an excellent way to start).
•     It is also helpful and can ease the candidate’s nervousness if you briefly outline what   the candidate can expect during the course of the interview. For example, you may let the candidate know you will start the interview by briefly describing the company and/or history of the company, the position, the candidates past experiences and interests and answer any questions he/she may have.

Company presentation:

•   During the course of the interview, you want to present the company’s mission and goals, as well as the benefits of working with the company.  It is informative to highlight the company’s products, and future as well as the attributes of the company.
•    Discuss the positive aspects of the organization will enable the candidate’s opportunities for advancement and development. If applicable, which every company should consider, training and development, appraisal programs and commitment to development and promotions within. Be sure whatever positive aspects discussed are in place.
•   Discuss the details of the position, challenges, the departments and/or supervisor(s) the position reports to and/or works with, along with future developments of the position. A typical day in the position is great information to disclose to the candidate.
•  A brief presentation of the benefit package with hand out materials, if available. Highlight special or unique benefits, i.e., education reimbursement, product discounts, memberships, etc.).
•      Ask if the candidate has any questions and be prepared to answer the questions with sincerity and correctly, no matter how trivial the question(s) may seem.

Note: Be sure to discuss any special skills or talents the candidate may possess.  Remember it is essential to hire employees that are willing and able to grow with the organization.

Join us on Google Hangout Tuesday, May 6, 2014 @ 12:30 p.m.

to discuss Small Business Hiring.

And/or

Thursday, May 8, 2014 for a free Webinar on Small Business Hiring

Email me for attendance information at all4hrbiz@gmail.com

April D. Halliburton, BA, MBA

President of All-4-HR & Business Solutions