Dear Seniors,
We are start up IT firm.
We are in process to benchmark for all our activities one by one.
Right now we are benchmarking our performance management system.
For that we need to create one consolidated performance review sheet, which will give us an idea about the performance of all the employees over 2-3 months.
We are checking for programing, testing skills, team work, achievement, etc
Can you give me some points on how should I do it?
if anyone can provide some sample sheet that will also be very helpful.
thanks in advance.
From India, Nasik
We are start up IT firm.
We are in process to benchmark for all our activities one by one.
Right now we are benchmarking our performance management system.
For that we need to create one consolidated performance review sheet, which will give us an idea about the performance of all the employees over 2-3 months.
We are checking for programing, testing skills, team work, achievement, etc
Can you give me some points on how should I do it?
if anyone can provide some sample sheet that will also be very helpful.
thanks in advance.
From India, Nasik
103
Dear Sarang,
To be specific with IT company, you have to figure out KRAs of every employee and define their designation and role.
For e.g. the role of a software engineer will be of analysis, designing, coding, minimizing the errors, coding in an managed way and his involvement in Software Development Lifecycle etc for which you can consult the HODs. There will be different KRAs for different level of employee.
After defining KRAs, you can give weightage to each KRA's out of 10 and further you can do benchmarking for e.g. 9/10 for writing a code neatly.
For all this process you need to take the help of HOD.
Hope at least you can start with. For further clarification please revert at
Thanks
Rashee
From India, Delhi
To be specific with IT company, you have to figure out KRAs of every employee and define their designation and role.
For e.g. the role of a software engineer will be of analysis, designing, coding, minimizing the errors, coding in an managed way and his involvement in Software Development Lifecycle etc for which you can consult the HODs. There will be different KRAs for different level of employee.
After defining KRAs, you can give weightage to each KRA's out of 10 and further you can do benchmarking for e.g. 9/10 for writing a code neatly.
For all this process you need to take the help of HOD.
Hope at least you can start with. For further clarification please revert at
Thanks
Rashee
From India, Delhi
Hi,
thanks for your inputs.
We have completed performance review for all employees. All peers rate each other for their skills on scale of 1-5.
Now we want a consolidated view of all employees to get the overall view.
To start with I have made a table.
Employee name Coding Testing teamwork
1
2
3
For every employee average score they received from peers is put in table.
But this is very basic. I need more inputs on how to put the the data in more meaningful format. which charts to draw? etc.
Please guide me on this.
From India, Nasik
thanks for your inputs.
We have completed performance review for all employees. All peers rate each other for their skills on scale of 1-5.
Now we want a consolidated view of all employees to get the overall view.
To start with I have made a table.
Employee name Coding Testing teamwork
1
2
3
For every employee average score they received from peers is put in table.
But this is very basic. I need more inputs on how to put the the data in more meaningful format. which charts to draw? etc.
Please guide me on this.
From India, Nasik
Hi Sarang,
If you want to make your Performance Appraisal Format more specific then, like I said you should write down each employees KRAs first.
Untill you do not know what to measure then how would you measure.
First decide the KRAs then match Actual acheive KRAs with decided.
Now KRAs may be further bifurcated in Key Performanc Indicators like degree of efficiency in performing particular job assign.
For this you will have to take the help of the technical person.
Regards
Rashee
From India, Delhi
If you want to make your Performance Appraisal Format more specific then, like I said you should write down each employees KRAs first.
Untill you do not know what to measure then how would you measure.
First decide the KRAs then match Actual acheive KRAs with decided.
Now KRAs may be further bifurcated in Key Performanc Indicators like degree of efficiency in performing particular job assign.
For this you will have to take the help of the technical person.
Regards
Rashee
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Performance Review Form - KDCL for year 2010.xls
Performance Review 2008(employee Section).ppt
Performance Review Materials.doc