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SOP Performance Review Following Probationary Period
1. Policy of SOP Performance Review Following Probationary Period
2. Procedures of SOP SOP Performance Review Following Probationary Period
3. Flowchart of SOP Performance Review Following Probationary Period
4. Performance Evaluation Form During Trial Period
5. Checklist for New Employee Necessities
The Performance Review is an opportunity for the supervisor to review the employee's performance from that period and advise the employee of his/her progress in meeting assigned job duties and responsibilities. Additionally, it provides the opportunity for the supervisor to review the employee's developmental needs and formulate and communicate a development plan designed to improve performance.
During the probationary period, new employees should learn all aspects of their position. This includes understanding and meeting the performance expectations provided by you, familiarizing themselves with how their position fits within their department, and behaving in a positive and collaborative manner. Employees are also encouraged to ask supervisors for any clarification that may be needed and for feedback on their.
When a new hire arrives, it is important that you meet with them to go over the job expectations, especially highlighting anything that may have change since the job posting. You can also elaborate upon these expectations by using the first assignment as an example. When setting performance expectations, you should attempt to use the S.M.A.R.T. criteria.
Part of setting expectations involves defining a way to measure performance. Once you have determined how you will measure expectations and what meeting those expectations look like, you can also provide examples of what does not meet expectations and what exceeds your expectations. These are generally tied into performance ratings.
Regularly scheduled meetings can be used as one mechanism in communicating feedback. You should consider what kind of feedback system you want to establish. Most employees want feedback. It makes them feel more connected to the organization and less inclined to leave. Feedback can be given formally or informally and be verbal, written, and kinesthetic.
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Source: Best Practices in Performance Management Word: SOP Performance Review Following Probationary Period Word (DOCX) Document, UJ Consulting
ABOUT THE AUTHOR: UJ CONSULTING
Untung Juanto ST., MM. Founder of UJ Consulting. He is professionally experienced business and management consultant in several local and multinational companies. [read more] He has an experience in managing an effective and efficient company with various approach methods adapted to different industries because He had a career from the lower management level as Supervisor before finally being at the top management level. His Top Management experience started from the position of General Manager, VP Operation, HR Director and Business Development Director
He completed his undergraduate education majoring in Architecture at Diponegoro University, Semarang, Central Java, Indonesia. After that, He continued to Master of Management level majoring in Human Resource Management with cum laude predicate with a GPA of 3.94 at Mercubuana University, Jakarta, Indonesia.
His last work experience as Deputy President Director at Hutahaean Group in charge of 14 business units engaged in various industries including CPO Production, Oil Palm Plantation, Cassava Plantation, Tapioca flour production, 4 and 5 star hotels, waterparks, golf courses and housing with a total of employees more than 3,000 employees.
His biggest achievement was in 2021 when He served as Deputy President Director at Hutahaean Group Indonesia by increasing the company's revenue from IDR 700 billion to IDR 1.1 trillion (y/y) and increasing the profit margin by more than 20%. Doing a turn around on business units that have lost in the last 5 years become profits. In addition, He have also succeeded in creating an efficient and effective management system by redesigning the Business Process Management (BPM), reviewing Standard Operating Procedures (SOP) and Work Instructions and compiling the appropriate Key Performance Indicator Management (KPIM) to increase employee productivity.
He is currently active as a part-time business and management consultant (online) at Enquire Corp. and Flevy Corp. In addition, He also teach part-time at several universities for courses in strategic management, human resource management, project management, entrepreneurship and business.
UJ Consulting has published 167 additional documents on Flevy.
This business document is categorized under the function(s): Operations Organization, Change, & HR
It applies to All Industries
File Size: 164.5 KB
Number of Pages: 5
Related Topic(s): Performance Management
Purchase includes lifetime product updates. After your purchase, you will receive an email to download this document.
Initial upload date (first version): Nov 24, 2022
Most recent version published: Nov 25, 2022
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