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Methods for analysing current and desired performance for new recruits


Which methods do you prefer to use for analysing the current performance of new recruits in comparrison with the desired performance?

Charlotte Walton

2 Responses

  1. Role Profiles/Job Descriptions
    We use a competency based platform where all managers/trainers etc. are briefed in how to mark against this. So that someone’s team work or communications capacity can be effectively graded by their line manager.

    We also have a task list associated with each job so that you can tell whether or not someone can complete a database form correctly or not and whether or not someone can file etc.

    And we have a skills list to grade whether someone can use word or excel or type at 35 words per minute.

    And then finally we have KPI’s – targets which we expect people to meet.

    Our managers can then go through these and compare actual performance against required performance and identify training/coaching or performance management issues quickly and effectively.

    Hope that helps.

  2. Mentors
    Hi Charlotte, I have Learning and development Mentors who after completing induction work with the new employees for approx 12 weeks ensuring they achieve a standard set by ourselves and the employee managers, team leaders etc and complete a individual live portfolio. We work in a highly efficient manufacturing company so new employees work in cellular work areas to specific tact times. These are measured by the mentors using stopwatches etc and give an excellent KPI for us to measure to, the results are collated and placed in there portfolio. The new employees also complete 5 booklets/modules on Health and Safety, 6s, Quality, Environment and one specifically for their area, all containing questions for them to answer and specific criteria for them to collate individual evidence for their individual live portfolios. We have regular communication meetings with ourselves and management team to monitor individual progress.


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