Hi everyone, I may need someone who can assist me on how to appraise people. Recently, I had done one proposal regarding this, and my boss rejected it. In his mind, he wants to evaluate people by using numbers, not attributes. I'm still confused because he is asking for the numbers of output that production can achieve every day (the production team already submits a report daily) with minimal appraisal on attribute quality.
Can somebody please help me as I really need to address this urgently? Just to let you know, I'm a newcomer in the HR world and I'm not very knowledgeable in this area.
Thank you
From Malaysia, Penang
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Can somebody please help me as I really need to address this urgently? Just to let you know, I'm a newcomer in the HR world and I'm not very knowledgeable in this area.
Thank you
From Malaysia, Penang
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Dear Ayuub,
I think what your boss wants is for the appraisal to be objective rather than subjective. You need to set quantifiable and measurable goals against each objective and parameters to evaluate the same. For example, if the objective is to increase production by 10%, it could be measured by the production reports. The percentage increase against the said objective shall be the achievement for the individual/department you are assessing.
Hope this helps.
Regards,
From India, Andheri
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I think what your boss wants is for the appraisal to be objective rather than subjective. You need to set quantifiable and measurable goals against each objective and parameters to evaluate the same. For example, if the objective is to increase production by 10%, it could be measured by the production reports. The percentage increase against the said objective shall be the achievement for the individual/department you are assessing.
Hope this helps.
Regards,
From India, Andheri
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Hi,
Performance management should focus on two elements:
1. What does the employee deliver and how does that measure up against key performance targets and quality standards?
2. How does the employee deliver? What are his personal strengths and attributes, and how do these contribute to the maintenance of the team?
Perhaps you have focused on the "how" and need to gather some key performance data for the various roles in your organization, including measurable data (quantity, quality, time, absence).
Joy
From United Kingdom, Manchester
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Performance management should focus on two elements:
1. What does the employee deliver and how does that measure up against key performance targets and quality standards?
2. How does the employee deliver? What are his personal strengths and attributes, and how do these contribute to the maintenance of the team?
Perhaps you have focused on the "how" and need to gather some key performance data for the various roles in your organization, including measurable data (quantity, quality, time, absence).
Joy
From United Kingdom, Manchester
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Performance Appraisal evaluation.doc