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	<title>My Employment Guide &#187; Performance Management</title>
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	<link>http://www.myemploymentguide.com</link>
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		<title>Taking Disciplinary Action</title>
		<link>http://www.myemploymentguide.com/business/human-resources/performance-management/taking-disciplinary-action/</link>
		<comments>http://www.myemploymentguide.com/business/human-resources/performance-management/taking-disciplinary-action/#comments</comments>
		<pubDate>Thu, 20 May 2010 00:00:00 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[This process satisfies a legal requirement to terminate justifiably. It also provides the employees with fair and equal treatment to understand performance issues and be provided with an opportunity to improve over a reasonable and specified period of time.Documented verbal warning - Where the gap in job performance is clearly explained to the employee as well as the potential outcome should performance not improve.Formal written warning - Outlining specific performance issues that need to be ad...]]></description>
			<content:encoded><![CDATA[This process satisfies a legal requirement to terminate justifiably. It also provides the employees with fair and equal treatment to understand performance issues and be provided with an opportunity to improve over a reasonable and specified period of time.
Documented verbal warning &#8211; Where the gap in job performance is clearly explained to the employee as well as the potential outcome should performance not ... <div class="readmorecontent"><a class="readmore" href="http://www.myemploymentguide.com/business/human-resources/performance-management/taking-disciplinary-action/">Read More &raquo;</a></div><div style="clear:both;">&nbsp;</div>]]></content:encoded>
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		<title>How to Write a Job Description</title>
		<link>http://www.myemploymentguide.com/business/human-resources/performance-management/how-to-write-a-job-description/</link>
		<comments>http://www.myemploymentguide.com/business/human-resources/performance-management/how-to-write-a-job-description/#comments</comments>
		<pubDate>Thu, 20 May 2010 00:00:00 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[A job description should include a:Job Title - The job identification should set out the title of the person. Avoid titles or terms that are gender specific.Pay Range - This is the employer Classification Code for categorizing pay ranges for the position could be included but it is facultative. You need to include the minimum, midpoint or maximum of the salary range for this position. Salary structures and its pay ranges are not static. You have to update the salary structures depending on marke...]]></description>
			<content:encoded><![CDATA[A job description should include a:
Job Title &#8211; The job identification should set out the title of the person. Avoid titles or terms that are gender specific.
Pay Range &#8211; This is the employer Classification Code for categorizing pay ranges for the position could be included but it is facultative. You need to include the minimum, midpoint or maximum of the salary range for this position. Salary structure... <div class="readmorecontent"><a class="readmore" href="http://www.myemploymentguide.com/business/human-resources/performance-management/how-to-write-a-job-description/">Read More &raquo;</a></div><div style="clear:both;">&nbsp;</div>]]></content:encoded>
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		<title>Probationary Employee Evaluation</title>
		<link>http://www.myemploymentguide.com/business/human-resources/performance-management/probationary-employee-evaluation/</link>
		<comments>http://www.myemploymentguide.com/business/human-resources/performance-management/probationary-employee-evaluation/#comments</comments>
		<pubDate>Thu, 20 May 2010 00:00:00 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[Introductory period of employment that allows the manager to determine if the employee is suited for the job. Employees serve a probationary period commencing at the time of hire and/or when the employee changes employee job position. The supervisor should establish performance expectations for each new employee. This plan should be established within the first week of employment. A formal probation procedure helps to ensure that: The performance, conduct, attendance, timekeeping and training/su...]]></description>
			<content:encoded><![CDATA[Introductory period of employment that allows the manager to determine if the employee is suited for the job. Employees serve a probationary period commencing at the time of hire and/or when the employee changes employee job position. The supervisor should establish performance expectations for each new employee. This plan should be established within the first week of employment. 
A formal probation procedure help... <div class="readmorecontent"><a class="readmore" href="http://www.myemploymentguide.com/business/human-resources/performance-management/probationary-employee-evaluation/">Read More &raquo;</a></div><div style="clear:both;">&nbsp;</div>]]></content:encoded>
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		<title>Probationary Termination Process</title>
		<link>http://www.myemploymentguide.com/business/human-resources/performance-management/probationary-termination-process/</link>
		<comments>http://www.myemploymentguide.com/business/human-resources/performance-management/probationary-termination-process/#comments</comments>
		<pubDate>Thu, 20 May 2010 00:00:00 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[If an employee fails to achieve the expected standards of performance for their post, this shall result in the appointment being terminated, subject to notice or where appropriate, pay in lieu of notice.1. Following the final review meeting including any period of extension between the manager, the employee and the HR person, a final report shall be compiled and sent to the Human Resources Department, with a recommendation that the appointment should be terminated. The employee will have the rig...]]></description>
			<content:encoded><![CDATA[If an employee fails to achieve the expected standards of performance for their post, this shall result in the appointment being terminated, subject to notice or where appropriate, pay in lieu of notice.
1. Following the final review meeting including any period of extension between the manager, the employee and the HR person, a final report shall be compiled and sent to the Human Resources Department, with a recom... <div class="readmorecontent"><a class="readmore" href="http://www.myemploymentguide.com/business/human-resources/performance-management/probationary-termination-process/">Read More &raquo;</a></div><div style="clear:both;">&nbsp;</div>]]></content:encoded>
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		<title>Annual Performance Evaluation</title>
		<link>http://www.myemploymentguide.com/business/human-resources/performance-management/annual-performance-evaluation/</link>
		<comments>http://www.myemploymentguide.com/business/human-resources/performance-management/annual-performance-evaluation/#comments</comments>
		<pubDate>Thu, 20 May 2010 00:00:00 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[The Annual Performance Evaluation should provide a comparison of actual on-the-job performance to establish performance measurement standards. The Annual Performance Evaluation encourages periodic and structured communication between supervisors and employees about the job.Employees should know their job description and company expectations for their position. The annual performance evaluation is based upon the job description and objectives developed during annual evaluation. With the Job Descr...]]></description>
			<content:encoded><![CDATA[The Annual Performance Evaluation should provide a comparison of actual on-the-job performance to establish performance measurement standards. The Annual Performance Evaluation encourages periodic and structured communication between supervisors and employees about the job.
Employees should know their job description and company expectations for their position. 
The annual performance evaluation is based upon the j... <div class="readmorecontent"><a class="readmore" href="http://www.myemploymentguide.com/business/human-resources/performance-management/annual-performance-evaluation/">Read More &raquo;</a></div><div style="clear:both;">&nbsp;</div>]]></content:encoded>
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		<title>Avoid Email Overload</title>
		<link>http://www.myemploymentguide.com/business/human-resources/performance-management/avoid-email-overload/</link>
		<comments>http://www.myemploymentguide.com/business/human-resources/performance-management/avoid-email-overload/#comments</comments>
		<pubDate>Fri, 07 Dec 2007 00:00:00 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Performance Management]]></category>

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		<description><![CDATA[Getting a deluge of e-mails even for the pettiest of requests and inquiries can bog your inbox daily, and it's not a unique situation. Employees spend over 40 percent of their workday on e-mail, a third of which are considered "a waste". Furthermore, companies lose as much as $300 billion a year in lost productivity and profits.Here are ways to deal with e-mail overload, starting with managing your own inbox.Send less e-mails - The best way to get less e-mails is to send less e-mails. Cut the nu...]]></description>
			<content:encoded><![CDATA[Getting a deluge of e-mails even for the pettiest of requests and inquiries can bog your inbox daily, and it&#8217;s not a unique situation. Employees spend over 40 percent of their workday on e-mail, a third of which are considered &quot;a waste&quot;. Furthermore, companies lose as much as $300 billion a year in lost productivity and profits.
Here are ways to deal with e-mail overload, starting with managing your... <div class="readmorecontent"><a class="readmore" href="http://www.myemploymentguide.com/business/human-resources/performance-management/avoid-email-overload/">Read More &raquo;</a></div><div style="clear:both;">&nbsp;</div>]]></content:encoded>
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