IHRS will work with your organization to develop a performance management system that is tied to employee job descriptions, department goals, organizational goals, and the need to tie compensation rewards to performance.

Well-written job descriptions are the first step on the road to higher productivity and engaged employees. IHRS will work with your managers and employees to reformat your current job descriptions or start from scratch to create a system that clearly defines the critical aspects and duties of specific jobs. Some of the attributes of the job description are:

• Accurate job titles that halt run-away job title creativity and are understood by managers and employees
• A brief paragraph that gives a synopsis of the job
• A list of the primary job duties that are important to the organization but not a “laundry list” of every single task
• A listing of the essential requirements of the job such as education, experience and physical and mental abilities

With an accurate well-written job description, you then have a road map for a criteria-based performance appraisal instrument that ties directly into the specific job and those “behaviors” that are critical to an employee’s overall success. From the appraisal form, we develop a scoring system with a range of merit awards that are tied to your compensation budget.

With the link from job descriptions to performance appraisals to merit salary increases, you will have a Performance Management System tailored to your organization's specific needs. Give us a call, we’ll be happy to talk with you!