The end of each year HR and line
managers become so active with the assessment of performance of employees.
However this appraisal is not a year end process rather needed to be carried
out throughout the year as a continuous HRM proses. The job not finished when a
talent or pool of talent recruited in any organization. It is uncommon to see
that few of those talent becomes unprovoked, the poor performer after a certain
period. Research shows that employees become de-motivated for various causes
and among them few are:
1. Lack of Recognition of
Competence: Employees expected that organization will give proper value of
their knowledgeable, skill and experience. If not, only perk and benefits can
not keep their competence high for a longer tenure.
2. No autonomy at all: After a
certain period of engagement with the work and organization, employees seeks
the exercise self-regulation, within the guidelines, to achieve business goals.
If they just monitored and instructed all the time, they lose their motivation
to achieve innovative and wonderful new business ideas.
Pic Source: http://www.e3050.com
3. No clear career path: Only increment
or raise of salary can not able to keep employees' morale high in the
organization. They want to see that after 5 years where they can reach if they
perform really well aligned with organization business goal and vision. A
better succession plan is mandatory as well as the crystal clear career path
for each level.
4. Proper training and
development plan: Employees deserve to get training to attain further
development of their career. If an organization failed to provide proper
training to them and a good training plan is missing there, certainly it is
tough for HR to keep the employee on track.
Based on the above points in any
business organization may find that, their employees tend to turn in work late,
lack of commitment, missing of seriousness, lack of focus on assignments,
missing deadlines as well as no longer act as a team player as they were
earlier. So, corrective measures with proper actions need to be adopted to
overcome this situation. And this the time to do so. Year end is here and
performance appraisal system has to be very scientific. Those companies already
implemented e-HRM, its high time for them to use the database. All the best in
each single employee throughout the world. HAPPY NEW YEAR 2013!
P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)
© Shaki, Ahmed R (2012), Candidate of PhD in HRM, UUM
