The document proposes several methods for monitoring employee performance and productivity at a company: 1. Observation - directly watching employees perform tasks to understand what they are doing well and where they can improve. 2. Report backs - having employees report on their own performance against agreed upon objectives. 3. Random checks - randomly inspecting records and accounts to keep employees accountable. 4. Client surveys - gathering feedback from customers to identify issues with individual employees' performance. 5. Asking around - speaking with customers, coworkers, and vendors about their interactions with employees to gather intelligence on performance.

1. PRESENTATION BY GROUP L
A. The company does not have a good system of monitoring
the performance, work attitude of staff for the
measurement of staff productivity. Please, suggest ways by
which you can tackle these challenges if you are employed.

2. INTRODUCTION
The key to effective monitoring performance
is to identify a range of methods that is
easiest to apply and most effective.
As a human resource management assistant,
I would adopt the following monitoring
approaches to tackle the above challenges.

3. TYPES OF METHODS USED FOR MONITORING
PERFORMANCE.
• OBSERVATION
• REPORT BACK
• RANDOM CHECKS
• CLIENT SURVEY
• ASKING AROUND

4. OBSERVATION
Observation is taking a planned approach to watch your
employee in action. Watching an employee perform a
task will tell you more much about the employee’s
performance than just about any batch of data
removed from the action. Especially if you are having
difficulties helping an employee succeed with a
particular task, watch that employee while he does the
task. You will find out exactly what is going wrong and
what he can do better.

5. REPORT BACK
Report back is about the employee
reporting back to you on their
performance. This is really a useful
technique, where the employee is
responsible for evidencing their
performance against the objectives you
have agreed with.

6. REPORT BACK CONT’D
An example would be, if you had an agreed
performance objective from effective time
management which included, ‘takes action to
manage interruptions’. Then the employee would
simply report back to you with some examples of
when they had taken action to manage
interruptions.

7. RANDOM CHECKS
Depending on the nature of your
business, consider implementing random
checks against quality standards. To
monitor performance, you should ask for
accounts and inspect records

8. RANDOM CHECKS CONT’D
Asking for accounts is a method of holding
the person accountable and regular checking
of reports randomly, keeps employees on
their toes. While your employees may be
aware of this policy, the random nature of
the checks can motivate staff to put in a
consistent performance.

9. CLIENT SURVEY
The consequences of poor employee
performance will ultimately manifest themselves
in customer service. A client survey can quickly
identify issues with individuals and enable the
organizational goals to get back on track. A
response means, that the organization’s
performance is meeting expectation.

10. ASKING AROUND
Asking around a little, because you are going
to get a little hearsay about how your
employees are doing. Ask customers,
coworkers, vendors, other managers about
the interactions they are having with your
employees. Always ask questions about your
employee’s work, never about the person.

11. ASKING AROUND CONT’D
Do not ask for impressions, but ask for details.
And do not believe everything you hear;
remember unverified statement of a third party
introduced to prove the truth of the matter
asserted is hearsay. But if you are gathering
intelligence, if you are asking around, the more
you keep your ear to the ground, the more you
will know which sources is to be trusted.

12. THANK YOU.