Talent Management

Good performance management cannot be reduced to a "magical form," but instead is a process that provides feedback, accountability, and documentation for performance outcomes. It also helps employees to channel their talents toward organizational goals

• Define the purpose of the job, job duties, and responsibilities.
• Define performance goals with measurable outcomes.
• Define the priority of each job responsibility and goal.
• Define performance standards for key components of the job.
• Hold interim discussions and provide feedback about employee performance, preferably daily, summarized and discussed, at least, quarterly. (Provide positive and constructive feedback.)
• Maintain a record of performance through critical incident reports. (Jot notes about contributions or problems throughout the quarter, in an employee file.)
• Provide the opportunity for broader feedback. Use a 360 degree performance feedback system that incorporates feedback from the employee's peers, customers, and people who may report to him.
• Develop and administer a coaching and improvement plan if the employee is not meeting expectations.