Hello everybody,
I'm making a project report about the employee grading system. I want to know how companies adopt different systems to grade their employees. Here, I'm attaching a form and kindly request you to fill it out if you are working in an organization. Thank you for your cooperation.
Suggestions for improvement are always welcome.
From China
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1I'm making a project report about the employee grading system. I want to know how companies adopt different systems to grade their employees. Here, I'm attaching a form and kindly request you to fill it out if you are working in an organization. Thank you for your cooperation.
Suggestions for improvement are always welcome.
From China
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Hi Friends,
This is Sanjeev from Ahmedabad. My experience tells me that any grading system should look into the following aspects:
1. Performance
2. Behaviour
3. Contribution to Organizational Growth/Revenue
The above can be three headers for your grading system. These can have sub-points specific to your industry. For example, Performance is very specific to the organization. In a sales profile, it would be the number of closed leads, in a BPO it would be Customer Satisfaction score, etc. Behaviour is more related to Attendance, Organizational values, etc. A scale of 1-5 can be used to rate specific sub-points.
Finally, every employee needs to add value to the growth of the business. If any employee is dedicated to work but adds no value to growth, then a high grade is not worth it.
Hope the above helps. If you need more information, let me know.
Cheers!
From India, Ahmadabad
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This is Sanjeev from Ahmedabad. My experience tells me that any grading system should look into the following aspects:
1. Performance
2. Behaviour
3. Contribution to Organizational Growth/Revenue
The above can be three headers for your grading system. These can have sub-points specific to your industry. For example, Performance is very specific to the organization. In a sales profile, it would be the number of closed leads, in a BPO it would be Customer Satisfaction score, etc. Behaviour is more related to Attendance, Organizational values, etc. A scale of 1-5 can be used to rate specific sub-points.
Finally, every employee needs to add value to the growth of the business. If any employee is dedicated to work but adds no value to growth, then a high grade is not worth it.
Hope the above helps. If you need more information, let me know.
Cheers!
From India, Ahmadabad
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To develop a grading system, job analysis and job evaluation should be conducted. The method utilized for job evaluation will significantly aid in ranking jobs.
Regards,
Kelvin
From Zambia, Africa
Email: sovi72@hotmail.com
From Lithuania
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Regards,
Kelvin
From Zambia, Africa
Email: sovi72@hotmail.com
From Lithuania
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Dear Suchi,
Referring to your query, grading system for any company is not really an easy task to get it done. There are many companies with very few position titles available. Employees are always looking out for career growth, but many times employers are not able to promote the employee to the next level due to the unavailability of vacancies. I have seen many employees leaving some of these companies in search of career growth.
This is where a grading system will come to the help of the company. However, getting it done is not an easy task. A grading system commands a lot of prerequisites to be completed. For instance, job profiling is very important. Preparing, analyzing, and fixing the correct job description and obtaining the correct output are the most important tasks that you should do when starting a grading system. Once the job descriptions are complete, they should be weighted according to the performance requirements. Also, fixing the requirements for the experience required for the title, minimum-max education, additional certifications, trainings received, etc., will also need to be determined along with the job description. The mix and match of the factors affecting the ready job description will aid you in correctly preparing a grading system, through which your organization can maintain numerous subclasses within the same grade and motivate employees by promoting within the grade from one subclass to another or compensating through remuneration.
Sabu.
From United Arab Emirates, Dubai
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Referring to your query, grading system for any company is not really an easy task to get it done. There are many companies with very few position titles available. Employees are always looking out for career growth, but many times employers are not able to promote the employee to the next level due to the unavailability of vacancies. I have seen many employees leaving some of these companies in search of career growth.
This is where a grading system will come to the help of the company. However, getting it done is not an easy task. A grading system commands a lot of prerequisites to be completed. For instance, job profiling is very important. Preparing, analyzing, and fixing the correct job description and obtaining the correct output are the most important tasks that you should do when starting a grading system. Once the job descriptions are complete, they should be weighted according to the performance requirements. Also, fixing the requirements for the experience required for the title, minimum-max education, additional certifications, trainings received, etc., will also need to be determined along with the job description. The mix and match of the factors affecting the ready job description will aid you in correctly preparing a grading system, through which your organization can maintain numerous subclasses within the same grade and motivate employees by promoting within the grade from one subclass to another or compensating through remuneration.
Sabu.
From United Arab Emirates, Dubai
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