Humans: Optimizing Your Goldmines!

Humans are the biggest assets for a company because the cornerstone of a successful business is employee performance, therefore optimising your performance affects the company's overall revenue streams. 

Improving employee performance requires training and communication, documentation, beginning with the first step in the recruitment process: the job posting. From that point, employers have an active duty to portray the job responsibilities as clearly as possible and provide training and evaluation throughout the employee’s tenure.

Job Postings

Two vital elements to a successful job posting are the job description and the recruiting manager’s input on what he’s looking for in the new set of employees. Job descriptions contain both desired and, of course, the required qualifications, components of an accurate job posting. A precise job posting will attract applicants who believe they are qualified. Inputs from the hiring manager assist the recruiter in narrowing down the field of applicants to candidates who meet the criteria.

Selection

Throughout the interview process, recruiters rely on the job description to determine whether each applicant they meet has the requisite skills and qualifications for the job. The easiest way would be to use the job description as a checklist since it contains all the job’s essential functions. The selection process then becomes a lot easier once enough candidates are shortlisted. At this point, the employer has laid the guidelines for performance expectations.

Training

Employers carry an obligation to provide employees with the necessary tools to perform their jobs successfully. Training and orientations are two elements that employees need to start their new jobs with absolute transparency of what the company wants in terms of job performance. In an ideal HR scenario, here is where the employer sets the performance standards. They are what employees must do to meet their employers' expectations.

Coaching

Regular feedback is another essential part of improving on-job performance. Coaching and giving informal feedback continuously works wonders in optimising performance. It's the open communication path that fosters improved job performance.

Evaluations

Many employers conduct an initial performance evaluation after three months to measure whether the employee is cut out. This periodic evaluation helps to correct deficiencies before they become serious flaws in the employee’s performance. Employers who don’t do that sometimes wait until they have worked a full-fledged year before conducting a formal evaluation. 

While this just might be the least-favoured method to optimise performance, it serves the purpose but just not as soon as it should be. Evaluation is a formal way of appraising work culture, identifying strengths, and correcting weaknesses, a practice that, ultimately, optimises employee performance.

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