Observations from yesterday's meeting Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay They do not have a proper performance appraisal system Technical skills are assessed by their Dutch counterpart but as far as I know it is not documented They are currently using 360 feedback systems but the content of the assessment is very poor They are focusing on implementation of an objective oriented evaluation system They are planning to conduct a quarterly evaluation Their main aim is to improve the soft skills of employees while evaluating their technical skills Through this need to identify skill gaps and training needs of their strength Work Performance management is about working with employees to identify the strengths and weaknesses of their performance and how to help them be more productive and effective workers. Therefore, it is important to have a proper performance management system to help everyone in the organization. To have an adequate performance evaluation system we can use the following actions. Actions to be taken We need to evaluate the current performance appraisal system. We need to thoroughly analyze the areas that the current evaluation system covers and how often they provide their feedback to others. We also need to identify if there is anything that needs to be changed or added to the evaluation criteria. According to the current system they are evaluating only soft skills, but it is very important to evaluate their technical, operational and service skills to improve their career. Identify organizational objectives The performance management system should be focused on project objectives. The PM has the idea of ​​the project deadlines, the needs needed to meet the deadlines; measures the effectiveness or efficiency against the deadline and the determining factors for reaching the deadline, etc. This measurement chain is reviewed to ensure alignment with the organization's overall results. Goals should be addressed within a SMART framework. Specific: Well defined to inform employees exactly what is expected, when and how much. Measurable: Provide milestones to monitor progress and motivate employees towards achieving results. Achievable: Success must be achievable with commitment by an average employee, with a little effort. Relevant: Objectives should focus on the greatest impact on the overall business strategy. Timely: A goal should be set within a time frame to create a sense of urgency for completion. Therefore it is important to clarify what your goals are for the following quarter. Identify processes or procedures that could be simplified or done more effectively. State goals for the next quarter or new products/projects that employees might get involved with. Implement better communication between departments and team members. Establish performance expectations. Clearly explain expectations for employees. Examine whether they are currently doing their job well. Sharing some weaknesses observed in their work habits and how to overcome them would help their performance in the company. Identify specific things to accomplish in the next quarter. Prioritize these jobs, so the employee knows which is most important, and be sure to give them a deadline for each task. Monitor and develop the performance cycle throughout the quarter.