(IT Company) Peformance Is QUANTIFIABLE - CiteHR
Placement Consultancy
Performance Management, Surveys, Technical

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Hi Everyone,

I belong to a IT Company (empoloyee strength of 100).
Currently we are using the 360 degree appraisal system but our management says 360 degree is very SUBJECTIVE measurement.

My task is - I need to find a system / process to QUANTIFY (like - Measurable with Numbers) the performance of employees.

Subsequently, I got the basic suggestion from my Management i.e.,
  1. Project Plans - Scheduling
  2. Development - how many bugs found & rework time spend towards it
  3. Extra Time spend towards the project etc.,
Once we decide the quantifiable performance parameters for all employees...the same will be distributed to all employees along with some SPECIFIC RATINGS.
As and when the Target / Actual time not matching up with what was agreed ...there would be a deducton in the RATINGS.
Ofcourse Due waitage will be given to the extraordinary performers.

This is how we have decided to go about it.

I think to make this system in practice...HR has to go through the daily activities/ task of all employees???

Can anyone suggest more on this? OR any example(QUANTIFIABLE SYSTEM) ...so that I can rework on the same.

Plz help me.



Dear Kevina
Quantifying perofrmance is a tough task
First you will need to job description of all the team members.
Second you need to break down their jobs into measurable units.
Third check if the roles have achieved the goals
Fourth give weightage according to the difficulty level and target achieved.
Measure the goals on Balanced score card.
Fifth use weighted average sheet.
Hope this suffices.

Hi Kevina,


Agreed with Sonali but to a certain extent, because if you are not relying on 360 , then what's the point in using balanced scorecard!

If i am correct, you are probably trying to arrive at such measurable units which are most relevant to your organization. Many companies do that but it always runs the risk of not getting it prefect. Anyways, if you must do it , you must also plan to take care of such units which can't be quantified, for example how do rate the performance when the project is not getting completed because of complications from the client side.

In my opinion, you should keep two sets of units
1. Measurable- In this you can keep units which can be measured, as you mentioned
2. Variable- In this you can keep units which either can't be measured or it is not within the company's control for example such issues which has to be decided from the client's side.

You can assign weightage to each of these in proportion which is relevant in your organization.Probably this should help in chalking out a more balanced rating method.

Team GroupHR

Hi Kevina,

Even i am also facing the same problem in my company. Ours is product development company with employee size of 50. Recently i have conducted meeting with all the project managers and discussed about PMS process and identified some key factors based on which we have planned to rate our employee's performance.

During discussions, we have noticed that all the factors which we have identified in the meeting are qualitative. Now we are trying to convert those qualitative factors to quantitative factors. But we are facing difficulties in the same.

Based on our research on quantitative performance analysis, goal-setting seems to be the key factor. Since ours is a software product development company, most of production (development) activities are modifications / enhancements to existing work. So, we are not able to identify goals that employees have to reach. We are currently at loss in determining how to set goals in our company's context.

Any pointers or suggestions on how to acheive this would help. Also, if any of the quality / production standards have methods to do the same, please inform.

Hi Everyone,
Thanks for your advice.
I am still under prepartion / collection of key factors which can be quantified...
even my VP is having the idea how to go about it but how to implement it PRACTICALLY:no:
I will prepare / work on this keeping in view of all advice. (will boradcast the same once it is done from my side...for further review)
Even I am looking out for sample work!:unsure:

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