How Can We Fairly Evaluate Employee Performance Based on Efforts in Our ITES Company?

There is a challenge raised in the company in finding an appropriate way for managing one's performance, keeping "Efforts" as the basis. How can one judge a staff member's performance based on the "Efforts" put in?

Company Overview

First of all, ours is an ITES company, and we specialize in "Highway Asset Management." Currently, we are managing performance based on the criteria listed below:

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 to solve this challenge.

Thanks & Regards, Chandrika.

If you are in a position to define each of these 7 attributes for which an employee is being evaluated and 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 workplace 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 the 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 a discussion with the Managers who will let you know about their expectations.

Hope this may be of some use.

The challenge has arisen because in your list, Sl. No. 4 to 7 cannot be measured numerically. To avoid this challenge, what many companies do is reserve about 80% of marks for the measurable component and leave the remaining 20% for the immeasurable component. In some companies, the ratio is 90:10.

There is a lot of material available on this forum on KRAs or how to design KRAs. You may refer to 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 the limit of your world"

According to your points below, performance review is dependent on all aspects and can be rated based on these criteria:

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 learn about the pros and cons of performance reviews: https://www.citehr.com/462351-ongoin...rformance.html

Thanks,

Regards,
Sarita
[Phone Number Removed For Privacy Reasons]
[Email Removed For Privacy Reasons]
HR Management - Human Resource Management Services Company India, HRO Solutions, Manpower Consultancy Recruitment Firm, Payroll, Leading Recruitment and Staffing agencies | Iris-Corp.com

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