Describe tasks and performance indicators that contribute to the overall employee performance on the job. How will you identify an employee’s strengths and skills to leverage their performance?

Describe tasks and performance indicators that contribute to the overall employee performance on the job.
How will you identify an employee’s strengths and skills to leverage their performance?
Develop strategies to improve employee performance. How will you provide employees with rewards and incentives for performance improvement?
How will you integrate rewards and incentives to remain competitive in the marketplace and recruit and retain the employees?
Describe a vision for the overall culture you aspire to develop in your organization, relative to the employees being the biggest asset.

Leveraging Human Capital

The quality of work done always determines an employee’s performance. An organization’s efficiency is an indicator of its workers’ input and other underlying metrics, such as time management, consistency, initiative, creativity, and innovation (Hooi, 2021). An employee’s overall performance is anchored on when they report to work and deliver their tasks against the entity’s timelines, how often they leverage creativity to create new products, and how they remain consistent in their performances (Padilla et al., 2020). That also includes the performance of employees, their initiatives in delivery, and their levels of attention to a task assigned. When all the metrics are met effectively, it results in top performance, and their contribution to a job is said to be exemplary.

           Selecting the best employees for each task benefits an entity and its workers. The process is achieved through several strategies. The first approach is monitoring performances to identify the strength of each worker (Al-dalahmeh et al., 2018). Engaging the employees during their jobs facilitates assessment which is essential in checking their progress and necessitates the deployment of suitable candidates for a task. Competitive approaches to assigning roles and determining who emerges as the best performer is another tactic for picking qualified candidates for their respective roles (Al-dalahmeh et al., 2018). Moreover, an organization can also listen to, observe employees’ performances across different sections, and use the profiles to dwell on the right candidate before assigning tasks to ensure exceptional results.

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