Dear Seniors,
My boss has asked me to quantify everything from attendance to performance. He wants each employee to dedicate 48 hours a week, and they will earn points for meeting this requirement and for punctuality.
Regarding performance, he expects every manager to assign tasks to their subordinates, who must submit reports on a weekly basis. Points will also be awarded for this. After six months, the entire system will be evaluated, and the best employee will receive a reward.
Now, seniors, please guide me in this matter as I need to submit the report to him.
Regards,
Deepmala
From India, Delhi
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2My boss has asked me to quantify everything from attendance to performance. He wants each employee to dedicate 48 hours a week, and they will earn points for meeting this requirement and for punctuality.
Regarding performance, he expects every manager to assign tasks to their subordinates, who must submit reports on a weekly basis. Points will also be awarded for this. After six months, the entire system will be evaluated, and the best employee will receive a reward.
Now, seniors, please guide me in this matter as I need to submit the report to him.
Regards,
Deepmala
From India, Delhi
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Dear Deepmala,
You'll need to do this in steps:
1) Identify every measurable task in the profile of managers and subordinates and create a milestone sheet (you'll need your boss to participate in this, to get his inputs on the importance of the stages of tasks).
2) After identifying the tasks, assign each stage (milestone) points in a grading system (e.g., if 75% complete, the points are x and when 100% complete, then points are y).
3) After this, create a matrix sheet for every profile with tasks and corresponding points mentioned therein.
4) In this sheet, now add timelines agreed upon for every task completion.
5) Finally, circulate the sheet of every profile to their supervisors to measure and populate on a weekly basis... (points can be awarded by supervisors for their subordinates with an option of validation by HR or the vertical head).
I personally do not see too much value in this as the measuring activity is too high, and sustenance might be a problem, or this might become just another form-filling activity.
All the best!!!
Regards,
Aditya
From India, Delhi
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You'll need to do this in steps:
1) Identify every measurable task in the profile of managers and subordinates and create a milestone sheet (you'll need your boss to participate in this, to get his inputs on the importance of the stages of tasks).
2) After identifying the tasks, assign each stage (milestone) points in a grading system (e.g., if 75% complete, the points are x and when 100% complete, then points are y).
3) After this, create a matrix sheet for every profile with tasks and corresponding points mentioned therein.
4) In this sheet, now add timelines agreed upon for every task completion.
5) Finally, circulate the sheet of every profile to their supervisors to measure and populate on a weekly basis... (points can be awarded by supervisors for their subordinates with an option of validation by HR or the vertical head).
I personally do not see too much value in this as the measuring activity is too high, and sustenance might be a problem, or this might become just another form-filling activity.
All the best!!!
Regards,
Aditya
From India, Delhi
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Hi Please find attachment, hope it will he helpful siddharth
From India, Surat
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From India, Surat
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Dear Deepmala,
At the outset, discuss with each HOD. Be aware of the expectations of the HOD from their subordinates. Discuss with the subordinates. Prepare a chart of duties, responsibilities, and expected output from each subordinate. Adopt a percentage of achievement of each subordinate against expected output or performance, arbitrarily, in consultation with the HOD. Take the percentage of attendance of each subordinate during the required period. Follow the system of percentages and ultimately average them out. You will obtain the percentage for each employee. Treat it as points, limited to a maximum of 100 points. Decide on the rewards accordingly.
Best regards.
From India, Hyderabad
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At the outset, discuss with each HOD. Be aware of the expectations of the HOD from their subordinates. Discuss with the subordinates. Prepare a chart of duties, responsibilities, and expected output from each subordinate. Adopt a percentage of achievement of each subordinate against expected output or performance, arbitrarily, in consultation with the HOD. Take the percentage of attendance of each subordinate during the required period. Follow the system of percentages and ultimately average them out. You will obtain the percentage for each employee. Treat it as points, limited to a maximum of 100 points. Decide on the rewards accordingly.
Best regards.
From India, Hyderabad
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Customise the requirements based on the nature of your industry, whether service oriented or manufacturing.
From India, Hyderabad
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From India, Hyderabad
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Dear Deepmala,
I am attaching a document format for efficacy measurement. Please use this document after the required word formatting. For example, the column which says "parameters" - please create sub-columns below it for clear data capturing and presentation. Also, the format sent by another friend is also very useful. So, I suggest that you create a new format by amalgamating these two. I am sure it'll be very useful.
All the best !!!
From India, Delhi
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I am attaching a document format for efficacy measurement. Please use this document after the required word formatting. For example, the column which says "parameters" - please create sub-columns below it for clear data capturing and presentation. Also, the format sent by another friend is also very useful. So, I suggest that you create a new format by amalgamating these two. I am sure it'll be very useful.
All the best !!!
From India, Delhi
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Hello,
To All,
My name is Anubha Sharma, and I am looking for a change. I have previously worked for ABC Consultancy High Circle, and I am currently working at Space Circle as an HR Executive. Please help me out by emailing me about any job openings at
or 
.
Thank you,
Anubha
From India, Calcutta
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To All,
My name is Anubha Sharma, and I am looking for a change. I have previously worked for ABC Consultancy High Circle, and I am currently working at Space Circle as an HR Executive. Please help me out by emailing me about any job openings at
Thank you,
Anubha
From India, Calcutta
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Employee Performance Evaluation Form.pdf
Employee Performance Evaluation Form.doc