Observations from yesterday's meetingSay no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an Original Essay They do not have a proper performance appraisal system. Technical skills are assessed by their Dutch counterpart, but to my knowledge they are not documented. Currently they use 360 ​​feedback systems but the evaluation content is very poor. They focus on implementing a goal-oriented evaluation system. They plan to conduct an evaluation every quarter. Their main goal is to improve employees' soft skills while assessing their technical skills. Through this, they must identify skills gaps and training needs. of their workforcePerformance management involves working with employees to identify strengths and weaknesses in their performance and how to help them become a more productive and effective worker. It is therefore important to have a proper performance management system in place to help everyone in the organization. In order to have a proper performance evaluation system, we can use the following actions. Actions to Take We need to evaluate the current performance appraisal system. We need to analyze the areas covering in depth the current evaluation system and how often they provide feedback to others. We also need to determine if there is anything that needs to be changed or added to the evaluation criteria. According to the current system, they only evaluate 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 the project objectives. PM has the idea of ​​the project deadlines, the necessities necessary to meet the deadlines; measures effectiveness or efficiency in relation to the deadline and the factors enabling the deadline to be met, etc. This measurement chain is reviewed to ensure alignment with overall organizational results. Goals should be approached within a SMART framework. Specific: Well-defined to inform employees exactly what is expected, when and how much. Measurable: Provide milestones to track progress and motivate employees toward success. Achievable: Success should be achievable through the efforts of an average employee, with a little effort. Relevant: Objectives should focus on having the greatest impact on the overall business strategy. Timely: A goal should be anchored in a time frame to create a sense of urgency to achieve. It is therefore important to clarify what your goals are for the next quarter. Identify processes or procedures that could be simplified or performed more efficiently. State goals for the next quarter or new products/projects that employees can get involved with. Implement better communication between departments and team members. Clearly explain employee expectations. Examine that they are currently doing their job well. Share some observed weaknesses in their work habits and how overcoming them could improve 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. Individual feedback (1:1) is excellent.