Dear All,
Please note that my company already have performance evaluation form.
But my management wants to deep evaluation for senior employees.
Can anyone provide the points to be noted?
Regards,
Sarfaraznawaz
From Saudi Arabia, Al Khobar
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Please note that my company already have performance evaluation form.
But my management wants to deep evaluation for senior employees.
Can anyone provide the points to be noted?
Regards,
Sarfaraznawaz
From Saudi Arabia, Al Khobar
Acknowledge(0)Amend(0)
Dear Sarfaraznawaz Desai,
Deep evaluation or otherwise, while evaluating the performance of the HODs or other managers, we need to identify the costs and ratios associated with their departments and assign them. This is the best method of evaluating their performance.
If you had given information about your company's nature of business, finished product or service, major departments, etc. I would have given examples of what I have proposed.
Recently, I provided consulting services to establish an operational performance management system. In management science, this concept does not exist. However, my client hired my services to identify the costs and ratios. After identifying, I assigned them to the respective HOD. If you wish to know more about it, then you can click here.
Thanks,
Dinesh Divekar
From India, Bangalore
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8034Deep evaluation or otherwise, while evaluating the performance of the HODs or other managers, we need to identify the costs and ratios associated with their departments and assign them. This is the best method of evaluating their performance.
If you had given information about your company's nature of business, finished product or service, major departments, etc. I would have given examples of what I have proposed.
Recently, I provided consulting services to establish an operational performance management system. In management science, this concept does not exist. However, my client hired my services to identify the costs and ratios. After identifying, I assigned them to the respective HOD. If you wish to know more about it, then you can click here.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Mr.Desai,
The suggestion given by Mr. Dinesh Divekar to focus on the costs and ratios associated with the departments of senior employees is a sound starting point for enhancing your performance evaluation. This can provide a quantitative basis for the evaluation. Here are additional points you may want to consider:
1. Leadership Skills: Evaluate their ability to inspire and guide their team towards achieving their goals.
2. Decision-Making Skills: Assess their ability to make strategic decisions that benefit the company.
3. Conflict Resolution: Analyze their ability to handle and resolve conflicts within their team or department.
4. Innovation and Adaptability: Gauge their ability to adapt to changes and bring innovation to their work and the department.
5. Communication Skills: Evaluate their ability to communicate effectively with their team, peers, and superiors.
6. Results Orientation: Identify whether they are able to meet or exceed the goals set for their department.
It would be beneficial to get feedback from multiple sources for a more rounded evaluation. This can include their team members, peers, superiors, and even clients if applicable.
The nature of your business and the roles of your senior employees would further dictate the specific points to be evaluated. Therefore, it is crucial to align the evaluation criteria with your organizational goals.
I hope this helps you to enhance your performance evaluation for senior employees.
Best regards
From India, Gurugram
Acknowledge(0)Amend(0)
The suggestion given by Mr. Dinesh Divekar to focus on the costs and ratios associated with the departments of senior employees is a sound starting point for enhancing your performance evaluation. This can provide a quantitative basis for the evaluation. Here are additional points you may want to consider:
1. Leadership Skills: Evaluate their ability to inspire and guide their team towards achieving their goals.
2. Decision-Making Skills: Assess their ability to make strategic decisions that benefit the company.
3. Conflict Resolution: Analyze their ability to handle and resolve conflicts within their team or department.
4. Innovation and Adaptability: Gauge their ability to adapt to changes and bring innovation to their work and the department.
5. Communication Skills: Evaluate their ability to communicate effectively with their team, peers, and superiors.
6. Results Orientation: Identify whether they are able to meet or exceed the goals set for their department.
It would be beneficial to get feedback from multiple sources for a more rounded evaluation. This can include their team members, peers, superiors, and even clients if applicable.
The nature of your business and the roles of your senior employees would further dictate the specific points to be evaluated. Therefore, it is crucial to align the evaluation criteria with your organizational goals.
I hope this helps you to enhance your performance evaluation for senior employees.
Best regards
From India, Gurugram
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Employee Performance Evaluation Form.pdf
Employee Performance Evaluation Form.doc