Dear Seniors,
My boss has asked me to Quantify everything from attendance to Performace.
He want that employee has to give 48 hours a week for that he will get points, for coming on time also.
For performance, he want that each Manager has to assign task to their subordinates and the subordinates has to submitt the report weekly basis and for that also he will get the points. and after 6 months the entire thing will be evaluated and the best employee will get the reward
Now Seniors pls. guide me in this regard as I have to submitt the report to him.
regards
Deepmala
From India, Delhi
2My boss has asked me to Quantify everything from attendance to Performace.
He want that employee has to give 48 hours a week for that he will get points, for coming on time also.
For performance, he want that each Manager has to assign task to their subordinates and the subordinates has to submitt the report weekly basis and for that also he will get the points. and after 6 months the entire thing will be evaluated and the best employee will get the reward
Now Seniors pls. guide me in this regard as I have to submitt the report to him.
regards
Deepmala
From India, Delhi
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 task, assign each stage (milestone) points in a grading system. (e.g. if 75% complete the points x and when 100% complete then points 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 weekly basis...(points can be awarded by supervisors for their subordinates with an option of validation by the HR or the vertical head)
I personally do not see to much value in this as the measuring activity is too high and sustenance might be a problem or this might get into just another form filling activity...
All the best !!!
Regards
Aditya
From India, Delhi
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 task, assign each stage (milestone) points in a grading system. (e.g. if 75% complete the points x and when 100% complete then points 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 weekly basis...(points can be awarded by supervisors for their subordinates with an option of validation by the HR or the vertical head)
I personally do not see to much value in this as the measuring activity is too high and sustenance might be a problem or this might get into just another form filling activity...
All the best !!!
Regards
Aditya
From India, Delhi
Dear Deepmala,
1. At the outset, discuss with each HOD.
2. Be aware of the expectations of HOD from his sub-ordinates
3. Discuss with subordinates
4. Prepare a chart of duties, responsibilities and expected out- put from each subordinate. 5. Adopt per centage of achievement of each sub-ordinate against expected out-put or performance,arbitrarily, in consultation with HOD. 6. Take % of attendance of each sub-ordinate during the period of your requirement. 7. Follow the system of %es and ultimately average them out. 8. You get the % for each employee. 9.Treat it as points, limited to maximum 100 points. 10. Decide your reward accordingly.
From India, Hyderabad
1. At the outset, discuss with each HOD.
2. Be aware of the expectations of HOD from his sub-ordinates
3. Discuss with subordinates
4. Prepare a chart of duties, responsibilities and expected out- put from each subordinate. 5. Adopt per centage of achievement of each sub-ordinate against expected out-put or performance,arbitrarily, in consultation with HOD. 6. Take % of attendance of each sub-ordinate during the period of your requirement. 7. Follow the system of %es and ultimately average them out. 8. You get the % for each employee. 9.Treat it as points, limited to maximum 100 points. 10. Decide your reward accordingly.
From India, Hyderabad
Customise the requirements based on the nature of your industry, whether service oriented or manufacturing.
From India, Hyderabad
From India, Hyderabad
Dear Deepmala,
I am attaching a document format for efficacy measurement. Pl use this document after required word formatting. For example the column which says, parameters-pl 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 amalgamation of these two...I am sure it'll be very useful.
All the best !!!
From India, Delhi
I am attaching a document format for efficacy measurement. Pl use this document after required word formatting. For example the column which says, parameters-pl 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 amalgamation of these two...I am sure it'll be very useful.
All the best !!!
From India, Delhi
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