Designed to reveal predictive results used for effective decision making -- rather than to create merely comprehensive or descriptive data (which often has limited value)
Standardized, with the same exact measures across all positions -- rather than using different measures for some jobs, which create skewed results
Completely objective -- rather than colored by personal or political agenda
Flexible, enabling key data to be compared and cross-referenced in endless varieties -- rather than limiting access to a single individual, job function, or group at a time
Easy to interpret -- free of complex mechanisms that waste valuable time without adding clarity or analytical value
Having adhered to these criteria management should also acknowledge:
The need for speed and decisiveness The need for training follow up (refresher courses) The need for sustained motivation The need for retention The need for self responsibility and accountability as a company ethos
Linked to retention can be the following:
Agree skills development plan with your employee in advance Agree increased remuneration as a result of increased skills in advance and subject to measurement criteria Agree measurement criteria in advance
It has become more and more apparent that the average employee is no longer a disinterested onlooker on his career being shaped quite subjectively by a senior manager. Today’s employee is actively involved in self improvement, this includes demanding fair wage, demanding fair treatment and quite often demanding advancement. This behaviour is forcing change. As a good manager, you need to be up to it!
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