Dear Seniors, The management of my company has given me the task to evaluate the performance of employees in all departments on a monthly basis. This evaluation should be linked to their Key Result Areas (KRAs) and obtaining ratings from their Heads of Departments (HODs) based on the work done.
I have started discussing with the employees how they would prefer to submit their monthly work reports, as it is challenging to quantify the work of every department effectively.
Kindly help.
Thanks
From India, Faridabad
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I have started discussing with the employees how they would prefer to submit their monthly work reports, as it is challenging to quantify the work of every department effectively.
Kindly help.
Thanks
From India, Faridabad
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identify relevant KRA & KPI for every position.. measure them.. either move bottoms- up or top down.. in good companies, you can see the performance on daily/ weekly basis..
From India, Delhi
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45From India, Delhi
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Hello, you can arrange a monthly department meeting in which you can discuss all the necessary topics. Let me give you some ideas regarding this:
- First, create a document including important parameters like different skills and assign them a rating. For example, for a web design department:
Parameters Rating (for employee A)
- HTML speed /10
- Accuracy /10
- Knowledge /10
- Client communication /10
- Requirement understanding /10
- Team handling /10
- Overall performance /10
After preparing this, during your meeting, you need to fill in all these criteria for every employee. It hardly takes time. In the next meeting, you can compare this rating with the previous one. Thus, you can assess both employees' performance and department performance.
From India, Pune
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- First, create a document including important parameters like different skills and assign them a rating. For example, for a web design department:
Parameters Rating (for employee A)
- HTML speed /10
- Accuracy /10
- Knowledge /10
- Client communication /10
- Requirement understanding /10
- Team handling /10
- Overall performance /10
After preparing this, during your meeting, you need to fill in all these criteria for every employee. It hardly takes time. In the next meeting, you can compare this rating with the previous one. Thus, you can assess both employees' performance and department performance.
From India, Pune
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It would be difficult to evaluate employees on a monthly basis as there will be lots of resentment after some time. You can have a performance review form, and these forms have to be filled in by the head of the department. It will be a better idea if you take feedback on employees' performance from HODs rather than evaluating the employees directly. There will be a fear that employees, after some time, will plan to leave the company.
Regards,
Ken HR Management Consultancy
From India, Jaipur
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Regards,
Ken HR Management Consultancy
From India, Jaipur
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I have already done that, but I am using it for the Annual Appraisal. I just need to know how to get the employees rated every month by their HODs and how this rating can be linked to their work reports generated.
From India, Faridabad
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From India, Faridabad
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Well, normally, we plan for management review meetings and prepare an Excel sheet where each employee records their daily routine work and status, which is then confirmed by the HOD. This can be done on a daily basis. Either an employee can fill out the Excel sheet before leaving, or when they come to the office, within half an hour, they have to submit the Excel sheet.
Evaluating Employee Performance
The best approach would be to sit with HODs and employees on a one-to-one basis and ask them how they should be evaluated on a daily basis. They would be more than happy to plan their reporting. Once you have the data, you can compile it and see the performance of employees in the Excel sheet.
Regards,
Kenhr Management Consultancy
From India, Jaipur
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Evaluating Employee Performance
The best approach would be to sit with HODs and employees on a one-to-one basis and ask them how they should be evaluated on a daily basis. They would be more than happy to plan their reporting. Once you have the data, you can compile it and see the performance of employees in the Excel sheet.
Regards,
Kenhr Management Consultancy
From India, Jaipur
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Interesting discussion. It depends on how objective the KRA is. If the KRA is very objective and numerical (SMART), the report could be automated. But until then, you will need to calculate it to maintain the objectivity. There could be other options, but that depends on a little more info, such as the number of employees concerned, etc.
From United States, Daphne
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From United States, Daphne
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add on to Mr. Nikhil Gurjar- if the metrics are 100% subjective, they can be converted in to objective using Behaviouraly anchored rating scales.
From India, Delhi
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From India, Delhi
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You can distribute your Key Performance Indicators (KPI) and Key Result Areas (KRA) easily each quarter. A quarter has 3 months, and each month you target to finish a portion of your KPI. It can be easily measured; however, the fear of wasting time evaluating how much employees have achieved can distract from focusing on the actual achievement itself.
You can make it the employees' responsibility to track and log their achievements until the end of the first quarter when the evaluation is ready.
From Oman, Muscat
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You can make it the employees' responsibility to track and log their achievements until the end of the first quarter when the evaluation is ready.
From Oman, Muscat
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KRA & KPI EVALUATION JULY (1).xls
PERFORMANCE EVALUATION FORM.doc
Performance Evaluation Guidelines.ppt