Hello All,
I need your help as my boss had given me the responsibility to select the employee of the month , my company is IT company technical point will be judge by my boss & rest will be evaluated by me.So , kindly tell what things should i check to select the best one among the employees.
From India, Delhi
1I need your help as my boss had given me the responsibility to select the employee of the month , my company is IT company technical point will be judge by my boss & rest will be evaluated by me.So , kindly tell what things should i check to select the best one among the employees.
From India, Delhi
Is this the first time the award is being given?
What is your appointment in the company?
Technical aspects are with your boss and rest is with you.
What is this rest with you?
Purely from rest point of view;
Attendance and disciplinary record will be vital check points for best employee.
From India, Pune
What is your appointment in the company?
Technical aspects are with your boss and rest is with you.
What is this rest with you?
Purely from rest point of view;
Attendance and disciplinary record will be vital check points for best employee.
From India, Pune
Hello Shivangi Misra,
In general, pl note that such an effort is NOT a one-time affair. It's a all-thru-the-year continuous process that ought to CULMINATE in any such Award.
Coming to Nathrao's suggestions, I would suggest you incorporate the parameters into a PROCESS rather than taking any subjective view.
Rate each Parameter......say on a scale of 1-5......and add-up the total for all Parameters. Whoever gets the Max Rating gets the Award. Such a process would be both fair & transparent for all to see. In a way, it could ensure that others who didn't get the Award this time would raise their performance levels for next year.
As regards the Parameters, in addition to Attendance and disciplinary record, you could also add promotions [or Excellent Appraisal Ratings] during the period under consideration, feedback from team members [IF the employee is of Lead/Manager position] OR from the concerned Lead/Manager [IF the employee is a team member].
Even though taking Client feedback is also desirable for client-facing roles, you need to figure-out HOW you would balance this parameter out with others who are not client-facing......since the number of parameters being considered would then change.
You mentioned that 'technical point will be judge by my boss'--what about other aspects of the employee working, while not strictly technical but related to technical work......like adhering to delivery times, team interaction skills, etc? Pl ensure the division of responsibilities are clearly defined. OR being the HR, you are likely to become the scapegoat.
All the Best.
Rgds,
TS
From India, Hyderabad
In general, pl note that such an effort is NOT a one-time affair. It's a all-thru-the-year continuous process that ought to CULMINATE in any such Award.
Coming to Nathrao's suggestions, I would suggest you incorporate the parameters into a PROCESS rather than taking any subjective view.
Rate each Parameter......say on a scale of 1-5......and add-up the total for all Parameters. Whoever gets the Max Rating gets the Award. Such a process would be both fair & transparent for all to see. In a way, it could ensure that others who didn't get the Award this time would raise their performance levels for next year.
As regards the Parameters, in addition to Attendance and disciplinary record, you could also add promotions [or Excellent Appraisal Ratings] during the period under consideration, feedback from team members [IF the employee is of Lead/Manager position] OR from the concerned Lead/Manager [IF the employee is a team member].
Even though taking Client feedback is also desirable for client-facing roles, you need to figure-out HOW you would balance this parameter out with others who are not client-facing......since the number of parameters being considered would then change.
You mentioned that 'technical point will be judge by my boss'--what about other aspects of the employee working, while not strictly technical but related to technical work......like adhering to delivery times, team interaction skills, etc? Pl ensure the division of responsibilities are clearly defined. OR being the HR, you are likely to become the scapegoat.
All the Best.
Rgds,
TS
From India, Hyderabad
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