Good Performers Vs Bad Performers

GOOD PERFORMERS VS BAD PERFORMERS

GOOD PERFORMERS VS BAD PERFORMERS • We measure the performance of an organization based on the following indicators: • Profits(bottomline) • Market share • Share price • Rate of growth or expansion • Customer satisfaction • Reputation

GOOD PERFORMERS VS BAD PERFORMERS • From a HR. perspective, for an organization to perform well, its employees must be highly motivated and effectively utilized. • Our employees are our assets and are responsible for the attainment of the organization’s goals.

GOOD PERFORMERS VS BAD PERFORMERS • Therefore it can be asserted that the quality of our human resource as well as the manner in which we treat them are the key distinguishing factors between good performers and organizations performing badly.

GOOD PERFORMERS VS BAD PERFORMERS • Traits of poor performers: - lack of responsiveness to change. - little or no use of technology. - no performance standards or measures in place. - no training opportunities to employees to keep up with new skill demands. - poor leadership. - high employee turnover.

GOOD PERFORMANCE VS BAD PERFORMANCE • Traits of good performers: - views employees as partners and encourage them to become more involved in setting performance goals. - Have a performance management system in place. - Highly motivated and committed staff that often go beyond the call.

GOOD PERFORMERS VS BAD PERFORMERS • Traits of good performers cont’d: - teamwork and innovation is encouraged. - leaders provide direction for employees and coach them. - customer focused- seeks to form relationship with customers and utilize feedback to improve service.

GOOD PERFORMERS VS BAD PERFORMERS • How do we seek to address the poor performance of organizations from a hr perspective? • Re-examine the design of jobs. Make jobs more satisfying. • Re-training of employees to meet changing work demands. • Use of self- directed teams- encourage culture of problem solving among employees.

GOOD PERFORMERS VS BAD PERFORMERS • How do we seek to address the poor performance of organizations from a hr perspective? - Recognize and reward good performance. - Examine our recruitment and selection strategies.