Dear Ms.George,
After implementation of this system, have you observed as to HOW MUCH TIME INDIVIDUALS SPEND ON PPT PRESENTATION EVERY MONTH?
Carefully watch it -- there are all kinds of people in any organization. some will hiding some information -- manuplating some.
Be care full this type of system does not bring in team work.
after few months people will be wondering what to report to.
There should be GOALS, and performance against GOALS. To improve overall organization's performance a systematic scheme is to be formulated after mutual discussions with HODs etc which takes into account an employees self performance ie. what he has done in his capacity for the GOALS for which he and he alone can make the difference. Then performance by an employee which is also dependant on department providing INPUT to this department ie. Part of his performance dependant on someone else.
Like this there would be 3 to 4 components of the salary -- this results into motivation of employees not only for self success but also for success of others.
Also there has to be some bench mark performance for some fixed base salary. the variable part should be for beyond this benchmark performance.
Lastly every month is TOOOOOO much. It could be quarterly.
Regards,
A.T.Paryani
After implementation of this system, have you observed as to HOW MUCH TIME INDIVIDUALS SPEND ON PPT PRESENTATION EVERY MONTH?
Carefully watch it -- there are all kinds of people in any organization. some will hiding some information -- manuplating some.
Be care full this type of system does not bring in team work.
after few months people will be wondering what to report to.
There should be GOALS, and performance against GOALS. To improve overall organization's performance a systematic scheme is to be formulated after mutual discussions with HODs etc which takes into account an employees self performance ie. what he has done in his capacity for the GOALS for which he and he alone can make the difference. Then performance by an employee which is also dependant on department providing INPUT to this department ie. Part of his performance dependant on someone else.
Like this there would be 3 to 4 components of the salary -- this results into motivation of employees not only for self success but also for success of others.
Also there has to be some bench mark performance for some fixed base salary. the variable part should be for beyond this benchmark performance.
Lastly every month is TOOOOOO much. It could be quarterly.
Regards,
A.T.Paryani