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    ''Management by objective works - if you know the objectives. Ninety percent of the time you don't.''

    Peter F. Drucker

    This service is one of the most important tools for assessing the productivity of each employee, as well as a powerful device for achieving the Company’s goals and the opportunity to reward quality managers and operatives in the business system.

    Key Solutions consultants have a lot of expertise and experience in implementing effective employee performance appraisal systems, and we guarantee full success if you become a user of this service!

    In many organizations, there are two systems for employee performance assessment, and they function simultaneously. Namely, those are formal and informal. Informal performance assessment includes managers evaluating employee’s success in getting the job done. In contrast, formal performance assessment is a system set up by the organization with the aim to regularly and systematically evaluate employee’s performance, while tracking KPIs for each individual.

    Performance evaluation and measurement is the process of organized and continuous monitoring, evaluation, directing of results and behavior of individuals with the aim of achieving organizational goals. It is based on certain evaluation criteria, methods and assessment systems.

    Setting the base for introducing performance appraisal systems. The introduction of this system enables the following:

      • Good understanding of the job by the employees (obscure goals, priorities and criteria by which the quality of the job is evaluated are eliminated)
      • Creating opportunities for regular discussion of work and work performance – more effective communication
      • Performance feedback – There is often a lack of timely feedback on how employees work and what is expected of them)
      • Employee motivation through achievement and feedback
      • Ensuring compliance with development needs – trainings (eliminating a vague picture of their future in the company)
      • On the basis of individual assessments, evaluations and analysis of organization’s developmental needs are made
      • The link between the reward system and work success is more objective, as well as valuing the work success
      • Total reward system setup

    The subject of analysis is determined specifically for each company, which can be:

          Achieved results

    • Quantity (quantity produced, number of units, sales value, etc.)
    • Quality of work (the degree to which an individual is committed to perfection in the performance of their job, pursuing the ideal way to get the job done)
    • Time dynamics (How long does it take to finish the job? Is it completed within stipulated time?)
    • Cost efficiency (maximizing return on hired resources)

         Employee behavior – for example:

    • attitude towards work, managers, colleagues and clients; the degree to which an individual shows a sense of goodwill, teamwork, and helps their colleagues and subordinates
    • ability and interest in successful work; whether someone can work independently or constantly needs help and instruction
    • knowledge of the business; reliability (supervision required, absence from work, etc.), responsibility (deadlines, overcoming obstacles)
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