In my experience, I have been conducting appraisals for new employees on probation using mainly qualitative evaluation criteria. However, I have a new boss who believes that probation appraisals should be more quantitative. Specifically, they think that specific targets should be set for every new employee regardless of the job role.
I would appreciate contributions from all of you on this subject.
Layi Sufianu
From Nigeria, Lagos
Acknowledge(0)
Amend(0)
4I would appreciate contributions from all of you on this subject.
Layi Sufianu
From Nigeria, Lagos
Acknowledge(0)Amend(0)
Hi Layi,
Apart from qualitative evaluation, you can also proceed with personal evaluation. The contents may include:
- Attitude
- Behavior with peers, subordinates, and colleagues
- Relations with everyone
- Punctuality
- Absenteeism
- Work commitment level
- Career orientation
- Sincerity towards work, and any other factors you believe would help in evaluating his performance during his probation period.
Hope this information gives you an idea to proceed further.
Regards,
Amit Seth
From India, Ahmadabad
Acknowledge(0)Amend(0)
Apart from qualitative evaluation, you can also proceed with personal evaluation. The contents may include:
- Attitude
- Behavior with peers, subordinates, and colleagues
- Relations with everyone
- Punctuality
- Absenteeism
- Work commitment level
- Career orientation
- Sincerity towards work, and any other factors you believe would help in evaluating his performance during his probation period.
Hope this information gives you an idea to proceed further.
Regards,
Amit Seth
From India, Ahmadabad
Acknowledge(0)Amend(0)
hello, during probation the target to be given to the extent of low and quantitative. if the target is so high they may frustrate. till they set in the work time must be gien and liberty. thank u
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hello,
Your boss is right in many ways, but not all. However, I want to emphasize that measuring is crucial for effective management. Nevertheless, it is important to understand that the process is not as simple as it may seem. I recommend asking your boss to provide you with some examples to facilitate your learning and implementation of best practices.
Regards,
Pritpal
From India, Mumbai
Acknowledge(0)Amend(0)
Your boss is right in many ways, but not all. However, I want to emphasize that measuring is crucial for effective management. Nevertheless, it is important to understand that the process is not as simple as it may seem. I recommend asking your boss to provide you with some examples to facilitate your learning and implementation of best practices.
Regards,
Pritpal
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Layi,
It's always better to have two sides for the evaluation system: 1. Objective and 2. Subjective.
Objective - what I mean is "quantifiable elements" - to be specific, it can be derived from the task. The objective elements should start right from the job description. Do you have clear job descriptions for all the roles? If you do, then it's easy for you to create an objective part in the evaluation system.
Subjective - as discussed by other members.
Regards,
Udhay
From India, Hyderabad
Acknowledge(0)Amend(0)
It's always better to have two sides for the evaluation system: 1. Objective and 2. Subjective.
Objective - what I mean is "quantifiable elements" - to be specific, it can be derived from the task. The objective elements should start right from the job description. Do you have clear job descriptions for all the roles? If you do, then it's easy for you to create an objective part in the evaluation system.
Subjective - as discussed by other members.
Regards,
Udhay
From India, Hyderabad
Acknowledge(0)Amend(0)
Even for qualitative measures, you can quantify their intensity on a scale of 1-10 so that you get something quantifiable. Alternatively, you can quantify the suitability of a particular assessment trait concretely in a yes or no format and score the averages of all qualities. If it exceeds the benchmarks you have set, this could be a fantastic system of appraisal.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi Layi,
I would say your BOSS is 100% right. Without measuring the quantitative part of an employee, there is no point in giving him/her any appraisals. Targets are set not just to achieve revenue but to analyze an employee's productivity.
Keeping a quality employee without quantity (i.e., productivity) is of no use to the management. It's 100% true that every employee should be qualitative, but it is 200% mandatory to be quantitative, which I call productivity.
Cheers,
adotsk@gmail.com
Acknowledge(0)Amend(0)
I would say your BOSS is 100% right. Without measuring the quantitative part of an employee, there is no point in giving him/her any appraisals. Targets are set not just to achieve revenue but to analyze an employee's productivity.
Keeping a quality employee without quantity (i.e., productivity) is of no use to the management. It's 100% true that every employee should be qualitative, but it is 200% mandatory to be quantitative, which I call productivity.
Cheers,
adotsk@gmail.com
Acknowledge(0)Amend(0)
Dear all,
I thank you for your comments. Could somebody tell me the quantitative criteria to use in probation appraisal of a fresher in a marketing role for the purposes of confirming the staff's appointment? A fresher is somebody that just graduated with a diploma or a Bachelor's degree but with no work experience. The emphasis is on probation (staff that have just been employed) and those that do not have previous job experience. For the Performance Management System, certainly, the appraisal instrument must address both quantitative and qualitative indices. Will appreciate your inputs from this perspective.
Thanks, Layi
From Nigeria, Lagos
Acknowledge(0)Amend(0)
I thank you for your comments. Could somebody tell me the quantitative criteria to use in probation appraisal of a fresher in a marketing role for the purposes of confirming the staff's appointment? A fresher is somebody that just graduated with a diploma or a Bachelor's degree but with no work experience. The emphasis is on probation (staff that have just been employed) and those that do not have previous job experience. For the Performance Management System, certainly, the appraisal instrument must address both quantitative and qualitative indices. Will appreciate your inputs from this perspective.
Thanks, Layi
From Nigeria, Lagos
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Performance Appraisal evaluation.doc
09 Vangonotes HRM - Performance Management and Appraisal.zip