To evaluate staff properly, you need to institute comprehensive "Performance Management System" (PMS) in your company. I have given my comments on this subject several times. You may click the following link to refer these replies:
Dinesh V Divekar
10th September 2013 From India, Bangalore
Your marketing department would generally have the goals based on some initiatives planned to increase the sales. These could be e-marketing initiatives, advertisement & brand - building initiatives etc... These all are expenditure oriented & the controls relate to budgets. VP-Mktg has to define which all initiatives are to be launched in what time frame & by whom and within what budgets. This leads to the goals of the Marketing team.
But the process is not all that simple. Goals have to be other than Financial also for the Heads of Functions/ Departments. For example, those related to training & development of employees. Equally important are the Goals connected with 'Customer Satisfaction'. Good organizations even lay down some corporate goals related to process improvements (which primarily focus on Quality of goods & services). For all this to feature clearly, you ought to have a session with your MD & Senior Management, who have to steer the entire process. If you are the HR Manager, you can definitely co-ordinate and facilitate the management of this process. But you need tools, preferably automated, which can help you exercise controls. What does control mean? Having prepared a Format for the 'Employee Goal Sheet', you have to track that the Functional/ Departmental Heads get their Goal Sheet (with clearly defined Goals & Targets) from the MD/ CEO. They, in turn, allocate the goals to their subordinates (direct reports) & enter the same on their Goal Sheets. This process ought to finish by some date as per your Time Plan for Goal Setting for employees at different levels. The Goal Sheets should flow down the chain & be signed off by each employee and you should be in position to track the bottle necks & escalate to the right level to clear the hold-ups.
Thereafter, starts the process of employees filling in their achievements, monthly/ quarterly (as per the laid down periodicity for each goal), on the Goal Sheet itself. And the Goal Sheet should move automatically to the reporting manager of the employee who, in turn, counsels the employee & maintains counseling notes on the Goal Sheet itself. The MD/ CEO can track the performance of his direct reports (and of any forther employee). His Dashboards gives him on line picture of the progress on each goal. Thus the MD/ CEO & all Heads of Functions/ Departments can have a real time story of how efficiently or otherwise their team members are performing. They can plan corrective action as & when they find some goals lagging in their achievement. No one has to wait till end of the year, merely to do a postmortem of failures.
'EmpXtrack' Goal Setting & Tracking software has helped many organizations to align employee goals with the organizational goals and create high performing teams, competing with each other in a healthy manner, resulting in business growth. If interested, you can visit their website & have a Free Trial, followed by interaction with the concerned staff to resolve your queries.
11th September 2013 From India, Delhi
12th September 2013 From India, New Delhi