There is a challenge raised in the company in finding an appropriate way for managing once performance keeping his "Efforts" as the basis.How can one judge a staff's performance on his "Efforts" put in.
First of all ours is a ITES company and we are specialized on "High way Asset Management". As of now we are Managing performance on the below listed criteria:
1)Punctuality
2)Leaves
3)Quality & productivity of work
4)Attitude towards work.
5)Interpersonal Relationship
6)Job understanding
7)Communication
I request all your suggestions in finding a way solving this challenge.
Thanks & Regards,
Chandrika.

From India, Bangalore
If you are in a position to define each of these 7 attributes for which an employee is being evaluated & relate the same to the scale used for assessment, you may be able to do justice. For example:

Punctuality:

Definition - Daily Reporting in time on duty at the work place as seen through the Attendance Register (or the swipe card based attendance machine, if in use).

Scale for Assessment - 1 to 5.

Scoring Methodology:

Rating = 5, if 100% reporting is in time;

Rating = 4, if 90 - 99.9 % reporting is in time;

Rating = 3, if 80 - 89.9% reporting is in time;

Rating = 2, if 60 - 79.9% reporting is in time;

Rating = 1 if less than 60% of daily reporting is in time.

In the same manner, you can define other 6 attributes. This will ensure objective reporting of performance provided all this information is shared with all the employees. You may have difficulty in defining an attribute like 'Attitude to work', for which you may have discussion with the Managers who will let you know about their expectations.

Hope this may be of some use.

From India, Delhi
Dear Chandrika,
The challenge has come because in your list, Sl No 4 to 7 cannot be measured numerically.
To avoid this challenge what many companies do is to reserve about 80% marks for measurable component and leave rest 20% for immeasurable component. In some companies the % is 90:10.
Lot of material is available on this forum on KRA or how to design KRA. You may refer my following reply to one of the past posts:
https://www.citehr.com/278588-pms-pr...ml#post1255255
Thanks,
Dinesh V Divekar



Limit of your words is limit of your world

From India, Bangalore
Dear Chandrika,
According to your below points Performance review is dependent on all and can be rated based on these points.
1)Punctuality
2)Leaves
3)Quality & productivity of work
4)Attitude towards work.
5)Interpersonal Relationship
6)Job understanding
7)Communication
You must read the attachment to know about the pros and cons of performance review:
https://www.citehr.com/462351-ongoin...rformance.html
Thanks,
Sarita
0124-4402442

HR Management - Human Resource Management Services Company India, HRO Solutions,Manpower Consultancy Recruitment Firm, Payroll,Leading Recruitment and Staffing agencies|Iris-Corp.com

From India, Gurgaon
As Mr. Bhatia said, the first important thing is to define the metrics and have a rating system and then only you can correctly measure the employee performance.
From India, Lucknow

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