Nainz
27

Dear All,
In my last HR meeting, I heard a lot of discussions on Red Amber and Green performance of employees, though no one really knew much about it. Where can I get information on it?Is there anyone who is practising this method to evaluate the performance of employees in their organization.
Looking forward to a lot of help and guidance.
Regards,
Sunaina

From India, Chandigarh
leolingham2000
260

The strategic performance report will inform you on the performance of ..................

-CORPORATE PERFORMANCE [ BALANCED SCORECARD ]

-DEPARTMENT PERFORMANCE CARD

-INDIVIDUAL PERFORMANCE APPRAISAL.

Performance is shown using a traffic light system of either red, amber or green.

Red = the indicator is underperforming significantly

RATING RANGE 1---3 out of 10.

----------------------------------------------

Amber = the indicator is performing slightly below target

RATING RANGE 4-----7 out of 10.

-------------------------------------------------

Green = the indicator is on or exceeding target

RATING RANGE 8----10 out of 10.

================================================== =====

RED RATING MEANS THE ELEMENTS NEED DRASTIC

IMPROVEMENTS PLANS / ACTIONS.

AMBER RATING MEANS THE ELEMENTS NEEDS SOME

IMPROVEMENT PLANS / ACTION.

GREEN RATING COULD BE LEFT ALONE FOR THE

TIME BEING.

THE CONCEPT BEHIND THIS RED/AMBER/GREEN APPRAISAL

IS TO GIVE THE READER A MACRO OVERVIEW OF THE

SITUATION IN A GRAPHIC FORM.

THIS APPRAISAL CONCEPT IS USED BY

-ARMED FORCES.

-LOCAL COUNCILS

-PUBLIC SECTOR UTILITIES

ETC ETC ETC.

================================================== =====

EXAMPLE OF CORPORATE BALANCED SCORECARD

PERFORMANCE APPRAISAL AND application of red/amber/green.

1.implementing strategic planning. RED RATING [2]

2.customer satisfaction level management.GREEN RATING [8]

3.delivery of planned workload.AMBER RATING [6]

4.image and reputation of the company.GREEN RATING[8]

5.engaging stakeholders.RED RATING [3]

6.health and safetyAMBER RATING [6]

7.allocating of resources on priority.AMBER RATING[ 5 ]

8.retaining and motivating talents.RED RATING [ 2]

9.staying within budget.AMBER RATING [ 7]

10.recruitmentGREEN RATING [ 9]

11.applying new technologyRED RATING [ 3]

12.managing changeAMBER RATING [ 5 ]

13.applying business improvementsAMBER RATING [5]

14.containing cost in procurementsAMBER RATING [ 6]

15. leadershipAMBER RATING [6]

=======================================

EXAMPLE OF DEPARTMENT --HUMAN RESOURCE

PERFORMANCE APPRAISAL AND application of red/amber/green.

1 Recruitment / Selection GREEN RATING [8]

2 Workforce Planning and DiversityRED RATING [ 2]



3 Performance Management AMBER RATING [ 6]

4 Reward ManagementGREEN RATING [ 8]



5 Workplace Management and Relations RED RATING [ 2 ]

6 A Safe and Healthy WorkplaceAMBER RATING [ 7]



7 Building Capabilities and Organisational LearningAMBER RATING [ 6]



8 Effective HR Management Systems, Support and Monitoring GREEN RATING [8]

9.HR AUDITINGRED RATING [ 3]

10.HR BUDGETINGAMBER RATING [ 7]

11.Strategic HRM PlanningAMBER RATING [ 7 ]

12. HR Strategies and Policies.GREEN RATING [ 8]

13.HR and change management.RED RATING [ 2 ]

14. Knowledge managementAMBER RATING [ 5 ]

15. ORGANIZATIONAL BEHAVIOR PROGRAMSAMBER RATING [ 5 ]

16.ORGANIZATION DEVELOPMENT PROGRAMSAMBER RATING [ 5 ]

17. HR DEVELOPMENTAMBER RATING [ 5 ]

=========================================

EXAMPLE OF INDIVIDUAL SALES REPS.

PERFORMANCE APPRAISAL AND application of red/amber/green.

SALES PERFORMANCE APPRAISAL

*Product KnowledgeAMBER RATING[5]

*Company KnowledgeAMBER RATING [5 ]

* Planning of SalesAMBER RATING [5 ]

* Prospecting new ClientsRED RATING [2]

* Opening the salesGREEN RATING [ 8 ]

*Sales PresentationGREEN RATING [ 8]

*Sales NegotiationGREEN RATING [ 8]

*Sales CommunicationGREEN RATING [8]

*Sales CounsellingAMBER RATING [5]

• Consultative SellingRED RATING [ 3 ]

• Handling ObjectionsGREEN RATING [ 8 ]

• Work OrganisationGREEN RATING [8]

• Setting GoalsAMBER RATING [ 6 ]

*Selling BenefitsGREEN RATING [ 8 ]

*Competitor's KnowledgeRED RATING [3 ]

• Closinn SalesAMBER RATING [ 6 ]

• Buying Signals AMBER RATING [6]

*Motivate prospectsGREEN RATING [ 8]

*Motivate YourselfGREEN RATING [ 8 ]

*MerchandisingGREEN RATING [ 8 ]

*Creative ApproachAMBER RATING [ 7]

*Human Relations in Selling GREEN RATING [ 8 ]

*Time ManagementGREEN RATING [ 8 ]

*• Territory PlanningRED RATING [ 3 ]

• Customer RelationsGREEN RATING [ 8 ]

• Major Account planning &ServicingAMBER RATING [5 ]

• Persuasive SellingGREEN RATING [ 8 ]

• Psychology in SellingRED RATING [ 3]

• Probing TechniquesGREEN RATING [ 8 ]

• Building GoodwillGREEN RATING[ 8]

• Listening SkillsGREEN RATING [8 ]

• Telephone TechniquesGREEN RATING [8]

• Identifying Sales PotentialAMBER RATING [ 5 ]

* Pre‑call PlanningGREEN RATING [ 8 ]

* Post‑call AnalysisGREEN RATING [ 8 ]

*managing territoryGREEN RATING [8 ]

*Selfdevelopment planningAMBER RATING [ 5 ]

regards

LEO LINGHAM

From India, Mumbai
Nainz
27

Dear leo,
I went through what you sent, I just wanted to understand a few things and incase you can help me, it would be great. I am working as a manager in an IT firm and we have to place the employees according to the Red Amber and Green matrix. Though we do not have any set guide lines for their appraisal, which also I am putting in place and identifying critical positions etc. In this case, how do I go about the matrix.
Looking forward to your reply
Regards,
Sunaina

From India, Chandigarh
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.





Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.