Hr & Administration Specialist
Management Consulting, Management Development,
Hr Head With Pmi
Sneha Joshi
Hr Manager
Head Operations
+1 Other

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
18th January 2012 From India, Faridabad
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..
18th January 2012 From India, Delhi
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.
19th January 2012 From India, Pune
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
19th January 2012 From India, Delhi
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
19th January 2012 From India, Delhi
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
20th January 2012 From India, Jaipur
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
20th January 2012 From India, Faridabad
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
20th January 2012 From India, Jaipur
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.
20th January 2012 From United States, Daphne
add on to Mr. Nikhil Gurjar- if the metrics are 100% subjective, they can be converted in to objective using Behaviouraly anchored rating scales.
20th January 2012 From India, Delhi
Hi there,
You can distribute your Key Performance Indicators (KPI) and Key Result Areas KRA easily each quarter has 3 months and each month you target to finish partial of your KPI & it can be easily measured however the fear of time wasting evaluating how much employees has achieved against actually focusing on the achievement itself.
You can make it employees responsibility to track and log their achievement until the first quarter is ready for evaluation.
20th January 2012 From Oman, Muscat
Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2019 Cite.Co™