Academic articles discuss this trend

• We have many articles that discuss this trend in performance and development plan through conversation.
• All these articles state that performance and development process is a continuous process.
• This continuous process is like a working strategy for all the organization that is willing to invest in their human
resources.
• We define first our vision and mission as HR without affecting the whole organization vision and mission.
• Interviewing the employees to measure the work environment between employees, managers and bears.
• You must be prepared for these interviews with employees, that you give them a proper time to come prepared,
record all these interviews and take notes to give them more accountability and creditability.
• SWOT analysis after interviewing with employees to focus on the points of improvements.
• Most important as we said before that we focus on the positive side not the weaknesses of the employees .
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• Discuss with the employees and define SMART objectives that we can evaluate their performance on them.
• The objectives shall be aligned with the organization and the whole company objectives that the employees will
understand their contribution in company’s direction.
• With setting these objectives and discussing with the employees on their development plan, we create the right
environment for coaching, mentoring, guiding and supporting them to achieve these objectives.
• After implementation we open a continuous feed back channel between line managers and employees and focus
on measuring if we’re going in the right direction to achieve the discussed objectives or they need adjustments ,
modification etc.
• By the end of the time plan for the objectives we discuss again and measure the level of achievement for each
objectives .
• Based on achievement we will go again this cycle as it is a continuous cycle and continuous improvement
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• All the recent steps shall be recorded and documented, and both manager and employee will sign it.
• The employee must feel that he is involved in each step of the evaluation and feel free to give their opinion.
• Even the employees that needs more development and performance improvements must feel that the
organization is investing in them, and they are part of the organization not something expendable.