Dear Seniors,
We are a startup IT firm. We are in the process of benchmarking all our activities one by one. Currently, we are benchmarking our performance management system. To do this, we need to create a consolidated performance review sheet that will provide us with an overview of the employees' performance over 2-3 months. We are evaluating programming, testing skills, teamwork, achievements, etc.
Could you please provide some guidance on how I should proceed with this? If anyone could share a sample sheet, it would be greatly appreciated.
Thanks in advance.
From India, Nasik
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We are a startup IT firm. We are in the process of benchmarking all our activities one by one. Currently, we are benchmarking our performance management system. To do this, we need to create a consolidated performance review sheet that will provide us with an overview of the employees' performance over 2-3 months. We are evaluating programming, testing skills, teamwork, achievements, etc.
Could you please provide some guidance on how I should proceed with this? If anyone could share a sample sheet, it would be greatly appreciated.
Thanks in advance.
From India, Nasik
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Dear Sarang,
To be specific with an IT company, you have to figure out KRAs of every employee and define their designation and role. For example, the role of a software engineer will involve analysis, designing, coding, minimizing errors, coding in a managed way, and involvement in the Software Development Lifecycle, etc. You can consult the HODs for guidance as there will be different KRAs for employees at different levels.
After defining KRAs, you can assign a weightage to each KRA out of 10 and conduct benchmarking, such as rating 9/10 for writing code neatly. For this process, you will need to seek assistance from the HOD.
I hope you can start with this. For further clarification, please revert to
.
Thanks,
Rashee
From India, Delhi
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3To be specific with an IT company, you have to figure out KRAs of every employee and define their designation and role. For example, the role of a software engineer will involve analysis, designing, coding, minimizing errors, coding in a managed way, and involvement in the Software Development Lifecycle, etc. You can consult the HODs for guidance as there will be different KRAs for employees at different levels.
After defining KRAs, you can assign a weightage to each KRA out of 10 and conduct benchmarking, such as rating 9/10 for writing code neatly. For this process, you will need to seek assistance from the HOD.
I hope you can start with this. For further clarification, please revert to
Thanks,
Rashee
From India, Delhi
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Hi, thanks for your inputs.
We have completed performance reviews for all employees. All peers rate each other for their skills on a scale of 1-5. Now we want a consolidated view of all employees to get the overall perspective. To start with, I have created a table:
| Employee Name | Coding | Testing | Teamwork |
| -------------- | --------- | ----------- | ----------- |
| 1 |
| 2 |
| 3 |
For each employee, the average score they received from peers is placed in the table. However, this is very basic. I need more insights on how to present the data in a more meaningful format, such as which charts to utilize, etc. Please guide me on this.
From India, Nasik
Acknowledge(0)Amend(0)
We have completed performance reviews for all employees. All peers rate each other for their skills on a scale of 1-5. Now we want a consolidated view of all employees to get the overall perspective. To start with, I have created a table:
| Employee Name | Coding | Testing | Teamwork |
| -------------- | --------- | ----------- | ----------- |
| 1 |
| 2 |
| 3 |
For each employee, the average score they received from peers is placed in the table. However, this is very basic. I need more insights on how to present the data in a more meaningful format, such as which charts to utilize, etc. Please guide me on this.
From India, Nasik
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Hi Sarang,
If you want to make your Performance Appraisal Format more specific, as I mentioned, you should start by writing down each employee's Key Result Areas (KRAs). Until you know what to measure, how can you measure it? First, decide on the KRAs and then compare the actual achieved KRAs with the ones decided upon.
The KRAs can then be further divided into Key Performance Indicators (KPIs) such as the level of efficiency in performing specific job tasks. To do this effectively, you will need to seek assistance from a technical expert.
Regards,
Rashee
From India, Delhi
Acknowledge(0)Amend(0)
If you want to make your Performance Appraisal Format more specific, as I mentioned, you should start by writing down each employee's Key Result Areas (KRAs). Until you know what to measure, how can you measure it? First, decide on the KRAs and then compare the actual achieved KRAs with the ones decided upon.
The KRAs can then be further divided into Key Performance Indicators (KPIs) such as the level of efficiency in performing specific job tasks. To do this effectively, you will need to seek assistance from a technical expert.
Regards,
Rashee
From India, Delhi
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