Evaluating Performance On A Monthly Basis - CiteHR
Hr & Administration Specialist
Management Consulting, Management Development,
Hr Head With Pmi
Sneha Joshi
Hr Manager
Head Operations
+1 Other

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Dear Seniors,
The Management of my Company has given me the task to evaluate performance of employees of all the Departments on a monthly basis that should be linked to their KRA's and getting Rating of their HOD's Monthly based on the work done.
I have actually started talking to the employees on how they would like to give their Monthly Work Report as it is very difficult to Quantify the work of every Department.
Kindly, Help

identify relevant KRA & KPI for every position.. measure them.. either move bottoms- up or top down.. in good companies, you can see the performance on daily/ weekly basis..
you can do a thing, you can arrange monthly department meeting in which you can discuss all the thing you need. Let me give you some idea regarding this:
* you have to first make one paper including important parameters like different skills and give them a ratting.
For a web design department:
Parameters Ratting (for employee A)
Html speed /10
Accuracy /10
Knowledge /10
Client communication /10
Requirement understanding /10
Team handling /10
All over performance /10
After making this, during your meeting you have to fill this all criteria for every employee, its hardly take time. and in next meeting you can compare this ratting with previous one.
Thus you can get employees performance as well as department performance.

simple example:-
for a recruiter:-
1. PERT/ CPM method (cycle time at various stages)
2. quality of candidates- % of good performers (lets take end of year cycle)
3. cost at various stages (can be benchmarked to other consulties/ companies, a good example is APQC process classifcation framework)
4. whether you are an equal opportunity employer or not (lots of employers discriminate against age/ sex/ religion/ region/ rehabilitation of convicts/ ex servicemen/ people from rural or marginalised populace etc

another simple example -
admin person -
1. use negative variance between first quote and final negotiated price to see how effective the negotiation skill is
2. non compliances in a year
3. maintenance methodology adopted: - eg do they repair tubelight when they get fused or do they run a check once every week. how knowledgeable are they about different lighting techniques etc
4. alternative// substitutes found in sourcing
5. sourcing cost as a % of sales

it would be difficult to evaluate employees on monthly basis as there will be lots of resentment after some time. You can have performance review form and these forms has to be filled in by the head of department. It will be a better idea if you take feedback of employees performance from HODs rather then evaluate the employees directly. There will be fear that employees after some time will plan to leave the company.
Kenhr Management Consultany

I have already done that but i am using that for the Annual Appraisal, i just need to know how to get the employees rated every month by their HOD's and how this rating can be linked to their work reports generated
well normally we plan for management review meetings and prepare an excel sheet where each employees puts down his daily routine work and status which is then confirmed by HOD.
This can be done on daily basis. Either an employee can fill the excel sheet before leaving or when he come to office within half and hour he has to submit the excel sheet.
The best thing would be to sit with HODs and employees on one to one basis and ask them how they should be evaluated on daily basis. They would be more then happy to plan their reporting. Once you have the data you can compile it and see the performance of employees in the excel sheet.
Kenhr Management Consultancy

Interesting discussion.
It depends on how objective the KRA is. If the KRA is very objective and numerical (SMART), the report could be automated. But until then, you will need to calculate it (to maintain the objectivity).
There could be other options, but that depends on a little more info. Number of employees concerned, etc. etc.

add on to Mr. Nikhil Gurjar- if the metrics are 100% subjective, they can be converted in to objective using Behaviouraly anchored rating scales.

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