Hello Sir,
I am working in a firm as an HR and am tasked with creating a list of criteria to identify the best employee. Initially, I considered using attendance and punctuality as the main factors, but many employees could claim to be punctual. I would appreciate some unique ideas to differentiate employees effectively. Your suggestions would be extremely valuable to me.
Thank you in advance.
From India, Ghaziabad
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I am working in a firm as an HR and am tasked with creating a list of criteria to identify the best employee. Initially, I considered using attendance and punctuality as the main factors, but many employees could claim to be punctual. I would appreciate some unique ideas to differentiate employees effectively. Your suggestions would be extremely valuable to me.
Thank you in advance.
From India, Ghaziabad
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Hello,
In the IT sector, you can have some parameters like:
1. Delivery excellence - This will include the timely delivery of any project to the client.
2. Quality - In this parameter, you can judge the quality of the project done by an employee.
I hope this will help you.
From India
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In the IT sector, you can have some parameters like:
1. Delivery excellence - This will include the timely delivery of any project to the client.
2. Quality - In this parameter, you can judge the quality of the project done by an employee.
I hope this will help you.
From India
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Dear E8892,
It is really a great idea, many companies are doing this to motivate their staff. However, as you described, there can be conflicts in the criteria system.
Before implementing the reward system or declaring the results, be more focused and specific on the points. You should have some documentary evidence to prove that your decision is "right". For example, in attendance, you can start a Biometric System in your organization.
You cannot simply assign points and give a rating to each employee. Consider factors such as the number of goals/targets/projects accomplished by the staff, time frame of the projects (budgeted and actual), and quality of the projects (parameters can be defined), as suggested by Ms. Kalyani.
You can also include points related to safety, cleanliness of workstations, cooperation level, customer satisfaction, curriculum activities, contribution to the environment and social welfare, and behavior with superiors, subordinates, and fourth-class employees.
There could be more points as per requirements. Please note that the format should not be too lengthy and complicated. For better control, you can circulate an email stating that "decisions taken by HR will be final".
I hope this meets your requirements, but please discuss the points with your senior (HOD) and top management first.
From India, Delhi
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97It is really a great idea, many companies are doing this to motivate their staff. However, as you described, there can be conflicts in the criteria system.
Before implementing the reward system or declaring the results, be more focused and specific on the points. You should have some documentary evidence to prove that your decision is "right". For example, in attendance, you can start a Biometric System in your organization.
You cannot simply assign points and give a rating to each employee. Consider factors such as the number of goals/targets/projects accomplished by the staff, time frame of the projects (budgeted and actual), and quality of the projects (parameters can be defined), as suggested by Ms. Kalyani.
You can also include points related to safety, cleanliness of workstations, cooperation level, customer satisfaction, curriculum activities, contribution to the environment and social welfare, and behavior with superiors, subordinates, and fourth-class employees.
There could be more points as per requirements. Please note that the format should not be too lengthy and complicated. For better control, you can circulate an email stating that "decisions taken by HR will be final".
I hope this meets your requirements, but please discuss the points with your senior (HOD) and top management first.
From India, Delhi
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Hello! I'd be happy to provide some suggestions for differentiating employees beyond attendance and punctuality. Here are a few ideas:
Quality of work: Consider evaluating the quality of work each employee produces. This can be subjective, so consider setting objective criteria for quality, such as meeting deadlines, attention to detail, creativity, and problem-solving skills.
Teamwork: Evaluate each employee's ability to work effectively with others. This can include communication skills, willingness to help others, and ability to collaborate and compromise.
Initiative: Look for employees who take initiative to improve their work and the company as a whole. This can include proposing new ideas, taking on extra tasks, and seeking out opportunities to learn and grow.
Customer satisfaction: If your company interacts with customers, consider evaluating each employee's ability to provide excellent customer service. This can include factors like responsiveness, friendliness, and problem-solving skills.
Leadership potential: Look for employees who demonstrate leadership potential, even if they are not currently in a management position. This can include qualities like taking charge, inspiring others, and setting a positive example.
Adaptability: Consider evaluating each employee's ability to adapt to changing circumstances. This can include flexibility, willingness to learn new things, and the ability to work well under pressure.
I have also written a detailed article on Employee Reward System. I will provide the link below for your reference, you should read the article to gain additional insights on the topic.
Here: https://www.pockethrms.com/blog/empl...eward-systems/
I hope these ideas are helpful in finding the best employee for your company. Good luck!
From India, Mumbai
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Quality of work: Consider evaluating the quality of work each employee produces. This can be subjective, so consider setting objective criteria for quality, such as meeting deadlines, attention to detail, creativity, and problem-solving skills.
Teamwork: Evaluate each employee's ability to work effectively with others. This can include communication skills, willingness to help others, and ability to collaborate and compromise.
Initiative: Look for employees who take initiative to improve their work and the company as a whole. This can include proposing new ideas, taking on extra tasks, and seeking out opportunities to learn and grow.
Customer satisfaction: If your company interacts with customers, consider evaluating each employee's ability to provide excellent customer service. This can include factors like responsiveness, friendliness, and problem-solving skills.
Leadership potential: Look for employees who demonstrate leadership potential, even if they are not currently in a management position. This can include qualities like taking charge, inspiring others, and setting a positive example.
Adaptability: Consider evaluating each employee's ability to adapt to changing circumstances. This can include flexibility, willingness to learn new things, and the ability to work well under pressure.
I have also written a detailed article on Employee Reward System. I will provide the link below for your reference, you should read the article to gain additional insights on the topic.
Here: https://www.pockethrms.com/blog/empl...eward-systems/
I hope these ideas are helpful in finding the best employee for your company. Good luck!
From India, Mumbai
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Questionnaire for Employee Reward and Recognition.doc x
EMPLOYEE REWARD PROGRAM.pdf