Hello, I am working in a small-sized IT company. We have two departments: Consulting and E-commerce. Currently, we have an evaluation form based only on Key Result Areas (KRA). However, I would like to introduce a new performance appraisal form on a quarterly basis. This form will evaluate employees based on their overall performance, including their KRA, initiative skills, leadership skills, teamwork, punctuality, communication, meeting targets, etc.
Can somebody help me with how to proceed with this?
From India, Hyderabad
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Can somebody help me with how to proceed with this?
From India, Hyderabad
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What are the dimensions/parameters of efficiency and performance both?
From India, Jalgaon
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From India, Jalgaon
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'Performance' is the completion of the assigned job, and 'Efficiency' is completing the same well before the allotted time. Performance without efficiency means 'Met Expectations', while performance with efficiency connotes 'Exceeded Expectations'. Apparently, the rewards in two cases, whether in terms of increment or appreciation, cannot be the same.
Those who understand these subtle differences always try to add value to their jobs.
From India, Delhi
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459Those who understand these subtle differences always try to add value to their jobs.
From India, Delhi
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On the basis of which factors of efficiency do i measure the impact of cross-cultural training?
From India, Jalgaon
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From India, Jalgaon
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Impact of any type of training (cross-cultural, skills development, leadership development, etc.) should be measured in terms of the efficiency in performance of an individual in his/her job. That is the ultimate requirement of training people. Efficiency in performance may have increased due to a change in behavior, developing an attitude to work in a team, more concentration at the workplace, better learning and grasp of problems, improvement in personal discipline, acquiring the capability to lead a team, or a host of other factors. But what matters at the end is 'meeting the targets' both in qualitative and quantitative terms.
There is no fun in measuring improvement in each attribute unless one is looking at a purely theoretic model with no relevance to business needs. Therefore, any feedback on training is valuable only if the delivery of performance of the employee, in the eyes of his/her manager, has improved at the workplace in terms of the efficiency of the individual.
From India, Delhi
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There is no fun in measuring improvement in each attribute unless one is looking at a purely theoretic model with no relevance to business needs. Therefore, any feedback on training is valuable only if the delivery of performance of the employee, in the eyes of his/her manager, has improved at the workplace in terms of the efficiency of the individual.
From India, Delhi
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Sir, I queried many people, and they said that the efficiency of employees cannot be measured based on performance alone. Even if training is not provided, they complete their foreign assignments successfully. So, I will need more efficiency parameters besides performance to measure the impact of cross-cultural training. Is it true?
From India, Jalgaon
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From India, Jalgaon
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Training-develo pment-performan ce-appraisal.pp t