Presentation on theme: "Improving Employee Performance. Why Look at This in Depth? Competitive Edge Cost Effectiveness."— Presentation transcript:
Improving Employee Performance
Why Look at This in Depth? Competitive Edge Cost Effectiveness
Focus on Knowledge Need for Service
Increasing Diversity Forecast Skill Shortage
Two Main HR Systems Training & Development Performance Management
What Elements Make Up Performance? What factors contribute to an individual’s performance level? What variables impact your performance?
Factors that Influence Performance
Required Performance Actual Performance Gap -= Job study Task analysis Talk to manager Outputs Job description Time studies Performance records Sales Errors Accidents Survey Interview Observation How can this formula help you in dealing with performance problems?
Types of Job Performance Records Outputs Costs Time Quality
Types of Job Performance Records - 1 Outputs output/hour items sold units produced inventory turnover shipments tasks completed work backlog money collected forms processed cases handled productivity Costs sales expense unit costs costs/account cost savings budget variances program costs employee turnover grievances safety violations
Types of Job Performance Records - 2 Time overtime processing time lost days repair time completion time training time work stoppages order response late completions equipment downtime supervisory time schedules met break-in for new people absenteeism excessive breaks time saved Quality error rates re-work inventory adjustments rejects scrap product defects shortages accidents objectives not met waste deviation from standard product failures customer complaints employee complaints job satisfaction
Identify Cause(s) of the Problem Most employees would do it if they knew it. Poor job performance always has a cause. In the overwhelming majority of situations, when you discover a gap between required performance and actual performance, it will be one or more of these seven factors of job performance: