Hi Everybody.....
Iam working as HR Executive in an Animation firm.... I hav to do the Reveiew on weakly basis.. and analyse the individual performance of the employees...
I would be thankfull if any of you suggest me how to analyse the individual performance of the individually of 200 employees....
I expect you to respond me at the earliest
My Mail :
Regards
Yamini Nithya
HR
From India, Madras
13Iam working as HR Executive in an Animation firm.... I hav to do the Reveiew on weakly basis.. and analyse the individual performance of the employees...
I would be thankfull if any of you suggest me how to analyse the individual performance of the individually of 200 employees....
I expect you to respond me at the earliest
My Mail :
Regards
Yamini Nithya
HR
From India, Madras
Dear Madam,
Here with i am attached an excel sheet about individual performance evaluation. Sheet 1 to be used for evaluating them self (scoring themself) , after that the immediate boss will be scoring that particular employee, and also the boss mentioned actual requirement.
Sheet 2 used for evaluating individual performance and also team performance.
Please gothrough it, if you have any doubt send a mail, i will try to clarify your doubt.
Regards
Arumugam. N
From India, Tiruchchirappalli
Here with i am attached an excel sheet about individual performance evaluation. Sheet 1 to be used for evaluating them self (scoring themself) , after that the immediate boss will be scoring that particular employee, and also the boss mentioned actual requirement.
Sheet 2 used for evaluating individual performance and also team performance.
Please gothrough it, if you have any doubt send a mail, i will try to clarify your doubt.
Regards
Arumugam. N
From India, Tiruchchirappalli
Hello ,
Thanks a Ton.. For your mail...
I am relly happy for your prompt response... But you hav not atached the excell sheet...... :P :!:
It would be great......... If you could send me the same as soon as possible.
Regards
Yamini
From India, Madras
Thanks a Ton.. For your mail...
I am relly happy for your prompt response... But you hav not atached the excell sheet...... :P :!:
It would be great......... If you could send me the same as soon as possible.
Regards
Yamini
From India, Madras
hi ,
i am working as hr.
can you please tell me how to use 2nd sheet.
I will be sending the sheet to managers and then they will be fwd it to their team members and every Monday i will be getting the filled sheet.
but how can a manager fill the 2nd sheet for a team when it is for a particular person.
thanks
manaswini
From India, Delhi
i am working as hr.
can you please tell me how to use 2nd sheet.
I will be sending the sheet to managers and then they will be fwd it to their team members and every Monday i will be getting the filled sheet.
but how can a manager fill the 2nd sheet for a team when it is for a particular person.
thanks
manaswini
From India, Delhi
Hello Manaswini,
Sheet 2 used by HR Department only not for others, after completion of sheet 1, scoring the 1st sheet and fill it in the sheet 2 under the particular employee's name. Please read carefully above given instruction in the 2nd sheet. If you not able to understand the same, i will sent an example to you.
Regards
Arumugam. N
From India, Tiruchchirappalli
Sheet 2 used by HR Department only not for others, after completion of sheet 1, scoring the 1st sheet and fill it in the sheet 2 under the particular employee's name. Please read carefully above given instruction in the 2nd sheet. If you not able to understand the same, i will sent an example to you.
Regards
Arumugam. N
From India, Tiruchchirappalli
Hello Anu,
Good Evening,
Essential/ Desirable is how many marks he / she should have to concern question. for eg. question 1. Knowledge - self - 9 marks, but his boss evaluate - 6, the essential / desirable mark for the employee is 9 , here we take account boss inputs only not an employee's input because an individual never says his / her negative points, so an employee to be improve his knowledge to get 9 marks.
pls reply me whether you understood are not.
Regards
Arumugam. N
From India, Tiruchchirappalli
Good Evening,
Essential/ Desirable is how many marks he / she should have to concern question. for eg. question 1. Knowledge - self - 9 marks, but his boss evaluate - 6, the essential / desirable mark for the employee is 9 , here we take account boss inputs only not an employee's input because an individual never says his / her negative points, so an employee to be improve his knowledge to get 9 marks.
pls reply me whether you understood are not.
Regards
Arumugam. N
From India, Tiruchchirappalli
Dear Aru, But why to have that extra column of essential/desirable,when Boss rating an employee as 6 automatically means that person has to improve. Regards, Neha
From India, Calcutta
From India, Calcutta
Dear Aru, But why to have that extra column of essential/desirable,when Boss rating an employee as 6 automatically means that person has to improve. Regards, anu
From India, Calcutta
From India, Calcutta
Dear Anu,
Good afternoon.
It's not mean that, Promotion and increment are based on essential / desirable mark, if essential / desirable mark is more than 2nd view evaluation (Boss evaluation), he will get Promotion and reasonable increment, other wise he will loss his promotion and get low increment.
Essential/desirable is different from position to position for e.g. an employee working as technician he had more knowledge about his field, but there is no need to know about financial understanding like profit and loss account, variable and fixed costs, capital and revenue, etc. But incase of an accountant he must know about the financial flow.
Incase the technician does not have much knowledge in his field, essential / desirable is 8 for his position but his boss evaluate only 5, so he need some training to develop his work knowledge on his field.
Regards
Arumugam. N
From India, Tiruchchirappalli
Good afternoon.
It's not mean that, Promotion and increment are based on essential / desirable mark, if essential / desirable mark is more than 2nd view evaluation (Boss evaluation), he will get Promotion and reasonable increment, other wise he will loss his promotion and get low increment.
Essential/desirable is different from position to position for e.g. an employee working as technician he had more knowledge about his field, but there is no need to know about financial understanding like profit and loss account, variable and fixed costs, capital and revenue, etc. But incase of an accountant he must know about the financial flow.
Incase the technician does not have much knowledge in his field, essential / desirable is 8 for his position but his boss evaluate only 5, so he need some training to develop his work knowledge on his field.
Regards
Arumugam. N
From India, Tiruchchirappalli
hello,
Mr. Arumugam,
thank you for your valuable contributions. i am a new member and i am finding this forum extremely useful and informative. i am a student of MHRM from Cochin, and i was hopping if you could provide any sort of theory on the questionnaire that you have uploaded.
i have few doubts like,
*whether it is a standardized format or was there any criteria why such variables where used under skills and behavior questions.
* and also what is the relevance of self assessment.
please ignore if they don't make any sense.
with regards,
SP
Mr. Arumugam,
thank you for your valuable contributions. i am a new member and i am finding this forum extremely useful and informative. i am a student of MHRM from Cochin, and i was hopping if you could provide any sort of theory on the questionnaire that you have uploaded.
i have few doubts like,
*whether it is a standardized format or was there any criteria why such variables where used under skills and behavior questions.
* and also what is the relevance of self assessment.
please ignore if they don't make any sense.
with regards,
SP
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