Employee measurement is not an easy task that anyone can do. There need to be specialization and structure in place so this can be executed correctly.
In every workplace, it is important to assess how employees perform. This is the only decent or acceptable way to reach out to the employees and inform them of their shortcomings and the good things they have done for the company. The problem is, not all companies have standard processes for employee measurement. It is too bad that some employees are laid off for reasons that are not substantiated. These employees are often victims of bias and poor management. In relation to this, poor judgment, unclear company policies, and undocumented occurrences of infractions are just a few of the many causes of poor employee assessment.There are several ways to measure an employee’s performance. First off, employees are expected to work. This should be made clear to them and there should be a clear set of guidelines of what is tolerable attendance behavior is from not. There has to be a policy on how many absences are acceptable. You may add to this the number of occurrences for tardiness an employee is allowed to incur for a certain period of time before he is issued a warning. In relation to this, memos and the frequency of serving them, plus the criteria for serving them, should also be included in the attendance policy. Another thing that can be added is a rolling period for employees. A rolling period is a certain amount of time that the employee must show attendance improvement, after which, his records will be cleared of any negative warnings and memos.Another thing that one can measure in terms of performance management is productivity. There are many ways to measure this and this greatly depends on the industry. For manufacturing industries and factories, the common type of measurement used is output. Employees are expected to finish a number of products in a day. In the sales industry, the common basis for productivity is sales. Salesmen are measured based on the sales they have generated per day, per week, and per month, this is commonly called quota.Another major thing that can be measured is behavior. Form country to country, or even city to city, there are certain social norms that employees must abide to. The difficult part about judging behavior is its non-objectivity. Judgment on behavior, more often than not, is pretty much affected by perception. Admittedly, no one can establish a complete policy about acceptable behavior, let alone behavior that will not be tolerated. In essence, the handbook should specify as many actions that the company will not tolerate, such as gambling, fighting, horsing, loitering, destruction of company properties, vandalism, etc.Keep in mind that when you make these policies, ensure that the policies are aligned with existing labor laws. Employee measurement is something that should never be taken lightly since this is an indicator of the employee’s future in the company. This is also a great factor in motivating employees to achieve more—knowing that their efforts are being recognized and that management is watching closely as to how they will perform. Of course, performers should be rewarded and non-performers should receive appropriate attention.