Hiring Module
On Boarding kit
Employee Policies
Compensation
Performance management kit
Exit Process
Popular Resources
Performance Management process
A process of ensuring that set of activities and outputs meets an organization's goals in an effective and efficient manner.
Performance Management process is a systematic process of managing and monitoring the employee’s performance against their key performance parameters or goals. It is regarded as a process for driving the individual and organizational performance management.
Performance Improvement Plan
A PIP is designed to facilitate constructive discussion between a staff member and their supervisor and to clarify the exact work performance requiring improvement.
When an employee is rated '1 - Does Not Meet Expectations' on any individual MJR, a Performance Improvement Plan (PIP) is required. The PIP can also be done as part of other corrective action. The PIP uses the form below and is not completed within the PE system.
Performance Appraisal Letter
Appraisal letter is used to declare the result of the Performance Appraisal Process conducted by the HR Department. It is issued for appreciating and motivating an employee hard word and performance and achievement during a calendar year.
The organization also extends its gratitude to those employees for their outstanding contribution in the growth of the company.
Marketing Intern Responsibility
Marketing Inter Responsibility includes: Collecting quantitative and qualitative data from marketing, campaigns Performing market analysis and research on competition Supporting the marketing team in daily administrative tasks.
The goal of the Marketing Internship is to assist in the implementation of the distribution of our publications and work as a team to ensure customer satisfaction. The student will learn about company products and business objectives as well as shadow other members of the department to gain exposure to distribution organization.
KRA
Key Responsibility Area defines the job responsibility of an employee and also refers to the specific areas of work for which he is responsible.
KRA or Key Responsibility Area are based on the Job Description (JD) of the employees and they are solely responsible for the specific KRAs assigned to them.
Performance warning Letter
A warning letter is a formal communication mechanism that allows HR managers to take control of the situation and take necessary actions that follow the Company Policy.
A warning letter to an employee should be given in case of repeated instances of violation of the company rules and regulations. This article provides you a template and a sample of how to write a warning letter to an employee.
Performance Review
Our employee performance review policy describes how we coach, evaluate and reward employees. We base our performance management systems on constructive feedback and open communication between managers and team members.
KRA
KRA, or Key Responsibility Areas, are based on the job description of a person and are used when assigning tasks that they are expected to perform.
Employees are solely responsible for the specific KRAs assigned to them. KRAs are a larger goal.
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KRA
KRA, or Key Responsibility Areas, are based on the job description of a person and are used when assigning tasks that they are expected to perform.
Employees are solely responsible for the specific KRAs assigned to them. KRAs are a larger goal.
Performance Review
Our employee performance review policy describes how we coach, evaluate and reward employees. We base our performance management systems on constructive feedback and open communication between managers and team members.
Performance warning Letter
A warning letter is a formal communication mechanism that allows HR managers to take control of the situation and take necessary actions that follow the Company Policy.
A warning letter to an employee should be given in case of repeated instances of violation of the company rules and regulations. This article provides you a template and a sample of how to write a warning letter to an employee.
KRA
Key Responsibility Area defines the job responsibility of an employee and also refers to the specific areas of work for which he is responsible.
KRA or Key Responsibility Area are based on the Job Description (JD) of the employees and they are solely responsible for the specific KRAs assigned to them.
Marketing Intern Responsibility
Marketing Inter Responsibility includes: Collecting quantitative and qualitative data from marketing, campaigns Performing market analysis and research on competition Supporting the marketing team in daily administrative tasks.
The goal of the Marketing Internship is to assist in the implementation of the distribution of our publications and work as a team to ensure customer satisfaction. The student will learn about company products and business objectives as well as shadow other members of the department to gain exposure to distribution organization.
Performance Appraisal Letter
Appraisal letter is used to declare the result of the Performance Appraisal Process conducted by the HR Department. It is issued for appreciating and motivating an employee hard word and performance and achievement during a calendar year.
The organization also extends its gratitude to those employees for their outstanding contribution in the growth of the company.
Performance Improvement Plan
A PIP is designed to facilitate constructive discussion between a staff member and their supervisor and to clarify the exact work performance requiring improvement.
When an employee is rated '1 - Does Not Meet Expectations' on any individual MJR, a Performance Improvement Plan (PIP) is required. The PIP can also be done as part of other corrective action. The PIP uses the form below and is not completed within the PE system.
Performance Management process
A process of ensuring that set of activities and outputs meets an organization's goals in an effective and efficient manner.
Performance Management process is a systematic process of managing and monitoring the employee’s performance against their key performance parameters or goals. It is regarded as a process for driving the individual and organizational performance management.
