hi everyone, i may need someone who can assists me on how to appraise people. Recently, i had done one proposal regarding this and my boss rejected it. In his mind, he want evaluation people by using numbers not attribute. Think like shit, up to know i'm still confusing due to he asked the numbers of output that production can achieve everyday (production guys already come out the report everyday) with minor appraisal on attribute quality.
Can somebody please help me as i really to make it urgently..fyi i'm just newcomer in hr world and i'm not strong knowledgeable.
tq
From Malaysia, Penang
Can somebody please help me as i really to make it urgently..fyi i'm just newcomer in hr world and i'm not strong knowledgeable.
tq
From Malaysia, Penang
11
Dear Ayuub,
I think what your boss wants appraisal to be objective rather than being subjective. You need to put quantifiable and measurable goals against each objectives and parameters to evaluate the same. For e.g. If the objective is to increase production by 10% it could be measured by the production reports. The percentile increase against the said objective shall be achievement for the individual/ department you are assessing.
Hope this helps.
Regards,
From India, Andheri
I think what your boss wants appraisal to be objective rather than being subjective. You need to put quantifiable and measurable goals against each objectives and parameters to evaluate the same. For e.g. If the objective is to increase production by 10% it could be measured by the production reports. The percentile increase against the said objective shall be achievement for the individual/ department you are assessing.
Hope this helps.
Regards,
From India, Andheri
Hi,
performance management should focus on 2 elements:
1. What does the employee deliver and how does that measure up against key performance targets, and quality standards
2. How does the employee deliver what are his personal strengths and attributes and how do these contribute to the maintenance of the team
Perhaps you have focused on the "How" and need to gather some key performance data for the various roles in your organisation including measurable data (quantity, quality time, absence)
Joy
From United Kingdom, Manchester
performance management should focus on 2 elements:
1. What does the employee deliver and how does that measure up against key performance targets, and quality standards
2. How does the employee deliver what are his personal strengths and attributes and how do these contribute to the maintenance of the team
Perhaps you have focused on the "How" and need to gather some key performance data for the various roles in your organisation including measurable data (quantity, quality time, absence)
Joy
From United Kingdom, Manchester
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