How to Monitor and Evaluate Employee Performance

This report analyzes a case study of poor hiring and training practices that led to an incompetent workforce. It discusses the costs of bad hires and the importance of proper training and feedback. The report recommends alternatives such as sharing responsibilities, internal and external audits, and focusing on employee morale. It concludes that hiring and training are crucial pillars for organizational success.

How to monitor and evaluate employee performance. 1 | P a g e
Name:
Class:
Topic:

How to monitor and evaluate employee performance. 2 | P a g e
Contents
Contents...........................................................................................................................................2
Introduction:....................................................................................................................................3
Analysis............................................................................................................................................3
Training and Feedback.....................................................................................................................5
Alternatives:.....................................................................................................................................5
Sharing Responsibilities...............................................................................................................5
Internal and External Audit..........................................................................................................6
Employee Morale:........................................................................................................................6
Recommendations...........................................................................................................................7
Internal and External Audit..........................................................................................................7
Conclusion........................................................................................................................................7
References.......................................................................................................................................8

How to monitor and evaluate employee performance. 3 | P a g e
Introduction:
In Western Saving and Loan bank, they have some issues regarding their hiring process and
training. It came into notice that in few branches the promotion of employees was not on the
basis of their performance or as per the education or experience but was on personal relationship
or to please their friends or coworkers at large. There was a lack of responsibility among the
workers which leads to distress the quality of work. Organization at large suffers due to an
incompetent workforce which is a liability for any company resulting a loss in both qualitative
and quantitative work and profits (Williams, G. 2013).
In the given report I have taken an analysis of the case study which will determine the fact that
hiring of Charlene Brown was wrong and also no proper training was provided to improve on her
skills from time to time. Her undeserved promotions encouraged her more to become arrogant.
She intimated her superiors and co-workers to get promotions and to shrug themselves of any
responsibility her superiors gave her promotions and increments. She also has had a habit of
coming late to the office on a regular basis resulting in less working hours, but no disciplinary
actions were taken against her.
Analysis
It is analyzed here that there is a flaw in the hiring of the right candidate for the job which
resulted in poor business. HR or supervisor should take full responsibility for their candidates
and should provide them with proper training and feedbacks from time to time (Levoy, 2011).
When hiring is done, the proper training is given to the candidate and is also kept on probation to

How to monitor and evaluate employee performance. 4 | P a g e
evaluate them for some time. On the basis of the feedback and evaluation candidate is offered a
permanent job in the organization. If wrong hiring is done it affects the business at large in terms
of production cost, financial cost, employee morale cost and reputation cost (Ditlev-Simonsen &
Midttun, 2011).
 Productivity Cost: A bad hire required more time to train or to understand the
organizational working. The managers or HR will give more time to make them
understand the system this will result in lowering the productivity of supervisors. They
will engage more to solve the conflict between the hire and coworkers.
 Financial Cost: Not only the salary but the cost of training is included for bad hires, and if
we let them go it will add on the additional cost for a new hiring process and joiner.
Hence increasing the HR budget or department budget is anyway company’s loss.
 Employee Morale Cost: The coworkers will feel low as more time is given to bad hires
by their managers. The bad hire has disoriented equations with their co-workers which
results in poor team building.
 Reputation Cost: Organization reputations build with its workforce. Bad hire results in
bad publicity in competitors and for a recruitment drive. It hampers the image of the
company with its consumer too (Chamberlain, 2016).
Hiring the candidates for the job is an elaborate process. It includes both time and money. If the
right candidate is not hired on time, then productivity gets affected. After joining and proper
training one can conclude the skills and personality trait about them.
Undeserving candidates will have a problem in delivering their targets or goals. They tend to
make the same mistake over and over again and would not deliver what was promised during the

How to monitor and evaluate employee performance. 5 | P a g e
time of interview. They will also have a problem in adapting the new office environment or
culture, will try to compare the policy or norms of their previous job. These all need to be
addressed by the supervisor. They generally try to create toxic environment or differences among
the teammates to get benefit out of it. Change of attitude was previous workers could be seen.
The whole productivity of the team goes down (Tantri, P. 2017).
Training and Feedback
Time to time training should be provided to all the employees under the different supervisor who
can evaluate them without being partial. The feedback and report should be well documented and
should be given to HR for any further actions if required. This will help the employee to grow in
an organization and will learn from its flaws. It will shape their future, and they will full fill their
responsibility with more ease. Feedback will help the organization to evaluate the person during
the time of appraisals and promotions. All the training attended by them will also be considered.
Feedback not only from supervisors should be considered but also from co-workers should be
considered (McGrath, 2016).
Alternatives:
Sharing Responsibilities
Managers or HR should take full responsibility for their joiners or those who are working under
them. Managers should monitor their teams, and if any complaint or they find any flaw in their
work, it should be reported and documented. If require they should consult with respective HR
department to take some action. If found some guilty of any offence committed. There should be
full accountability of both. Everything thing should be well documented and should be reviewed

How to monitor and evaluate employee performance. 6 | P a g e
from time to time if any loss in terms of reputation or productivity is reported that strict action
should be taken. Managers can cross check or monitor the productivity of other teams to evaluate
them more precisely (Kaufman, 2015).
Internal and External Audit
The organization should have audits in their different unit to keep the record clean. Audit of the
department is necessary to understand the business better. It will give a better view of the
business its strength and weakness. The company can use this information and build on its
strength and make new policies to diminish its weakness. This could be one within the company
or outsourced. Outsourced Audit is time effective and cost effective too. They give unbiased and
correct information to make policies or changes. It involves cost both in terms of human and
financial. A whole department will be set up which will be responsible for the internal audit
which reviews each and every department and process and will assess them. External Audit will
check from time to time if the internal audit was done correctly or not (Jyoti, 2013).
Employee Morale:
It is very important to understand the mindset of the employee. If he has the zeal to perform but
due to come to constrain has found difficulty in achieving its target than proper training should
be provided. They should be continuously motivated by their mentors and heads. If they have
any issues with the policies of the company it should be explained to them adequately. During
the time of appraisal, it should be explained to them how and what basis they have received their
incentives. It will help them to understand the operations of promotions (Ditlev-Simonsen &
Midttun, 2011).

How to monitor and evaluate employee performance. 7 | P a g e
Recommendations
Internal and External Audit
This process will be best to understand the functioning of the organization. It will not only focus
on the productivity but also the workforce productivity, and cost involve in it. It will be difficult
for the small organization to conduct but they encourage internal audit to check on any
malpractice if happening in their organization. There will be chances that that reports can be
biased but the percentage will low as compared to no audits. The employee will be more
dedicated and will share their responsibility to achieve company records. Consumer calls or
queries should also be recorded for audit reason. This will be real-time checking. As per audit
training to should be provided and if found guilty of malpractice should be terminated.
Conclusion
For any changes in the organization, it employee should be trained to change with the culture and
environment of the office. They should be time to time check and training provided with
feedback. This will give a chance to the candidate to improve on its skill set if required
meanwhile company can also understand if the employee is asset or liability to them. It is
essential for the company to formulate such policy for promotion which not includes the superior
feedback but also from the team and include other audits done in the past. The file should be
maintained with correct information and proper documentation. Hiring and training is the most
important pillar for any organization to succeed (Sahay, 2015).

How to monitor and evaluate employee performance. 8 | P a g e
References
Ditlev-Simonsen, C., & Midttun, A. (2011). What motivates managers to pursue corporate
responsibility? A survey among key stakeholders. Corporate Social Responsibility And
Environmental Management, 18(1), 25-38.
Haskins, M., & Shaffer, G. (2011). Assessing professional development program
impact. Strategic HR Review, 10(1), 15-20.
Jyoti, N. (2013). To analyze the Impact of Serial Prescription Audits with Active Feedback on
Quality of Prescription Behaviour. JOURNAL Of CLINICAL AND DIAGNOSTIC
RESEARCH.
Tantri, P. (2017). Impact of Third Party Audits on Compliance and Corruption: Evidence Using
a Policy Experiment. SSRN Electronic Journal.
Williams, G. (2013). Sharing Responsibility and Holding Responsible. Journal Of Applied
Philosophy, 30(4), 351-364.
Chamberlain, R. (2016). Five steps toward recognizing and mitigating bias in the interview and
hiring process. Strategic HR Review, 15(5), 199-203.
Kaufman, R. (2015). The Air Mauritius story: how HR can impact company culture. Strategic
HR Review, 14(1/2), 2-7.
Levoy, B. (2011). How to Avoid Hiring the Wrong Employee. Optometric Management.
46(9):16,19, SEP 2011.

How to monitor and evaluate employee performance. 9 | P a g e
McGrath, M. (2016). Five ways to help your employees advance their careers (without leaving
the company). Strategic HR Review, 15(5), 238-239.
Sahay, P. (2015). Lean Six Sigma tools in the hiring process. Strategic HR Review, 14(1/2), 22-
29.