Hi,
In our organization, around 50 GETs have joined across the country. The induction program is about to be over, and we are now thinking about how to evaluate the performance of these individuals at the end of the training period, i.e., one year. They are all graduate engineers working on the sales of different industrial products.
Can anyone help me, please?
Goodbye,
Sulekha
From India, Pune
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2In our organization, around 50 GETs have joined across the country. The induction program is about to be over, and we are now thinking about how to evaluate the performance of these individuals at the end of the training period, i.e., one year. They are all graduate engineers working on the sales of different industrial products.
Can anyone help me, please?
Goodbye,
Sulekha
From India, Pune
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Hi, Sulekha,
Graduate engineers are the foundation of an organization from where you get the future managers of the company. Before you recruit them, you should have prepared the policy document on what you intend to do with them, not just for the next year but for the next 3 years.
I do not know what sort of induction program you have organized for them, but if you send it to me, I can give my views. The first impression is the last impression for any student joining a company, and during the exit interview, you may find feedback such as "did not undergo a proper induction program," "was not informed of relevant work changes," "was not briefed on performance," "superior did not provide feedback on performance," "no idea about company happenings," etc.
Start with monthly performance feedback (to and from) that is not related to any financial discussions. By the year-end, they should know where they stand. At the end of the year, they should undergo tests - functional and aptitude - and an annual appraisal. However, all these depend on the effectiveness of the induction program you conducted. It should be a mix of cross-functional and on-the-job training.
Please send the schedule to tapash_hr@yahoo.co.in if you wish to.
Regards,
Tapas
From India, Mumbai
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Graduate engineers are the foundation of an organization from where you get the future managers of the company. Before you recruit them, you should have prepared the policy document on what you intend to do with them, not just for the next year but for the next 3 years.
I do not know what sort of induction program you have organized for them, but if you send it to me, I can give my views. The first impression is the last impression for any student joining a company, and during the exit interview, you may find feedback such as "did not undergo a proper induction program," "was not informed of relevant work changes," "was not briefed on performance," "superior did not provide feedback on performance," "no idea about company happenings," etc.
Start with monthly performance feedback (to and from) that is not related to any financial discussions. By the year-end, they should know where they stand. At the end of the year, they should undergo tests - functional and aptitude - and an annual appraisal. However, all these depend on the effectiveness of the induction program you conducted. It should be a mix of cross-functional and on-the-job training.
Please send the schedule to tapash_hr@yahoo.co.in if you wish to.
Regards,
Tapas
From India, Mumbai
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Hi,
One method to evaluate the performance of GET is to use Kirkpatrick's model using four parameters, namely, reaction, learning, behavior, and results.
1. "Did salespeople like it?" (Reactions)
2. "Did they learn it?" (Learning)
3. "Did they use it?" (Behavior)
4. "Did it make a difference?" (Impact/results)
Assessing performance based on learning curves would be better.
Regards,
Dr. Prageetha
From India, Warangal
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One method to evaluate the performance of GET is to use Kirkpatrick's model using four parameters, namely, reaction, learning, behavior, and results.
1. "Did salespeople like it?" (Reactions)
2. "Did they learn it?" (Learning)
3. "Did they use it?" (Behavior)
4. "Did it make a difference?" (Impact/results)
Assessing performance based on learning curves would be better.
Regards,
Dr. Prageetha
From India, Warangal
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Induction Program.doc