Hello everybody
I'm making project report about employee grading system. I want to know how the companies adopt the different systems to grade there employees. here I'm making an attachment and its a request to fill it up if u r working in an organisation same as i've done this. Thanxx for the co operation.
Suggestions for improvement is always welcome.
23rd June 2008 From China

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Hi Friends,
This is Sanjeev from Ahmedabad. My experience tells me that any Grading system should look into below things -
  1. Performance
  2. Behaviour
  3. Contribution to Organisation Growth/Revenue
The above can be 3 headers for your grading system. These can have sub points specific to your industry. That is for example, Peformance is very specific to the organisation. In a sales profile, it would be no of closed leads, in a BPO it would be Customer Satisfaction score, etc.
Behaviour has more to do with, Attendance, Organisation values etc.
A scale of 1-5 can be used to rate on specific sub-points.
Finally, every employee needs to add value to growth of business. If any employee is real dedicated for work but adds no value to growth, then a high grade is not worth it.
Hope above helps. Any more info required, let me know.
Cheers!
20th September 2008 From India, Ahmadabad
For you to come up with a grading system. job analysis and job evaluation should be carried out. Depending on the method used for job evaluation, it will greatly assist in ranking jobs.
Regards,
Kelvin
From, Zambia, Africa

23rd September 2008 From Lithuania
Dear suchi,

Referring to your query, Grading system for any company is not really an easy task to get it done. There are many companies with very less number of position titles available. Employee is always looking out for a career growth but many times employer are not able to promote the employee to next level due to non availability of vacancy. I have seen many employees leaving some of these companies in search of a career growth.

There is where grading system will come to the help of the com[pany. But getting it done is not an easy task. grading system commands lot of pre requisites to be completed. for instance Job profiling is very much important. Preparing and analysing and fixing the correct job description and getting the correct output to be received from the same is the most important task what you should do while starting a grading system. Once the JDs are compalete it should be weighted according to the performance requirements. Also fixing the requirements for the experience required for the title, Minimum-max education, Additional certifications, Trainings received etc will als to be fixed along with the job description. The mix and mach of the factors affecting the ready job description will be the aid for you to correctly prepare a grading system and through which your organisation can maintain lots of subclasses within the same grade and get the employees motivated by promoting within the grade from one sub class to another / compensating through remmunerating.

Sabu.


26th July 2009 From United Arab Emirates, Dubai
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