Adv. Manoj Liyonzon
Management Consulting, Management Development,
Soft And Behavioural Skills Trainer
Hr Manager, Lecturer
Human Resources & Admin
Please consider the rate of improvement as a criteria. Any employee who can register the highest degree of improvement, must be acknowledged.
Looking forward to understand how you designed it
28th February 2014 From India, Mumbai
I understand the need & importance of these parameters but doubt whether it can be measurable by any means. We are particularly looking for parameters that are specific and measurable.
Eg. having Attendance as one parameter we can measure employees punctuality and whether they have taken more planned or unplanned leaves etc. and same way his performance can be measured in technical grounds.
please share similar parameters if any, that can be measurable. We are planning to have minimum 5 measurable parameters and followed with general criteria's that can considered additionally for overall evaluation.
the main idea is that, with measurable parameters, the rating can committee can act unbiased and also it can be served as records for any reference.
please suggest how better we can make it.
And Dear (Cite Contribution), the "Rate of improvement" criteria really sounds good but please brief me little more about rating employees on their improvement.
Kindly note i'm an emerging HR professional and this is the first time i'm getting involved in such activity, so please support me to understand and perform it better.
Thanks in advance.
28th February 2014 From India, Chennai
All parameters can be measured in a 1-5 scale.
Since you want specific on measurement, the following parameters may be tried. I don't know your industry type and line of business.
1. Cost control
2. Timely delivery
3. MIS reports generation by the individual.
4. Quality adherence
5. Safety implementation
6. Compliance of company policies.
28th February 2014 From India, Lucknow
You may also consider KRA rating and superior feedback.
Last year we did it for but it was "best employee" from all departments as it makes more sense.
Like best in Operations, Best in HR, Best in marketing etc.
The rating was done as per the KRAs assigned.
Hope it helps.
28th February 2014 From India, Delhi
I agree with pon1965, senior members view on the 1-5 scale. There are various aspects of a personality which can be chosen specifically per person and the type of task being assigned from time to time. The list can be summarized alphabetically i.e. A for Ability, B for Bravery, C for Courage e.t.c and the list can go upto Z. Its a good measurement instrument of personality.
With warm wishes.
28th February 2014 From India, Pune
Implementing the Best Employee programme will be a motivating factor for all employees. May I suggest a three steps which come to mind -
a) Step 01 will be to decided if you will implement it for each dept/function or just 01 winner from all. Generally function wise is a better option.
b) Step 02 - When you give a Best Employee Award there are two important sides of the coin :- One that you need to see it from a company perspective and second it means you wish to make that person a role model, their characteristics, professionalism, qualities are the kind you wish to have others emulate. Therefore, based on a company requirement, vision, goal - you can start with putting down 05 qualities which are important for the company to see in their employees. You will also need to put down criteria which would make employees eligible to be nominated.
Eg -In welding - Its not important to have speed, but quality of weld, performance, tensile strength. Whereas in a HR function- what's important for one company may be Attrition, TAT for completion of process, Weightage given to feedback from employees, etc similarly in Accounts - what's valuable is accuracy and integrity; more than speed or quality, etc.
Step 03: When you reward an employee it should be for behaviours, outcomes which should be very clear to the employer and employee. And remember that the person you select will need to have the qualities you define and once you applaud the person as a Best Employee; other will strive for the same. So rewards and measure with care and consideration. Also all parameters cant be strictly quantitative since qualities can be best defined only by situations and these are unpredictable. But when a Boss recommends an employee, they will need to measure qualitative ad quantitative factors like -
a) achieved in Last Performance Evaluation
b) Greater Than 95% Attendance during the year
c) Initiative, Attitude, Communication Skills, Accuracy, Stress Management Teamwork, etc
d) Event/Situation which make the candidate outstanding - For this the immediate supervisor can perhaps consider the following process -
i) Select one event that the individual did which was outstanding
ii) Describe in detail the event, situation
iii) Describe the way the employee handled the situation and which qualities were important
iv) Then finally state whether the actions taken resulted in a positive outcome and reasons for same.
I also found this post which may give some good to know information.
Hope you have a successful Award ceremony.
1st March 2014 From India, Mumbai
Spl appreciation to Kanika Kapoor & Deenajag for posting specific ideas which i was actually looking for.
And Mr. Sidhesh Bandodkar, please share the formats asap for better understanding..
Thanks again for all contributors.
1st March 2014 From India, Chennai
I am always curious about learning and outcomes. The same thing can have such different ways of being interpreted and enjoyed. May I request that you share the methodology and success story with us after you implement the Award System...
1st March 2014 From India, Mumbai
3rd March 2014 From India, Ahmedabad
I see as similar post on another forum, Cafe HR.
Why not pick ideas from there as well.
What could be some of the criteria which can be established for eligibility to the organization's supper achievers' club, other than those based on KPIs, target achievement & appraisal rating? | LinkedIn
You too can join this group. I am a member and I like the topics and views shared by other members of this group.
4th March 2014 From India, Gurgaon
We thought that this article would give you insight and effective guidance to decide on the parameters. Read Performance Appraisals that Works! | MMM Training Solutions Blog | MMM Training Solutions Blog
MMM Training Solutions
13th March 2014 From India, Chennai
-Code of COnduct constitutes the whole Manpower of a company
-HR Policies regulates the Employment towards the organization
-Job description derives an employees responsibility
So find out how far the employee is sticking on to the keys of Code of Conduct, HR Policies & JD would be a best employee.
I define this, since i expanded policy of 2 IT Co's., recently & i derived these measures to identify best employee (under several research)
13th March 2014 From India, Chennai