Hi ,
In our organisation around 50 GETs have joined across the country.The induction programme is about to over and we are now thinking on how do we evaluate the performance of this guys at the end of the training period i.e one year.they all are graduate engineers working for sales of different industrial prodcuts.
can any one help me please?
bye
sulekha
From India, Pune
2In our organisation around 50 GETs have joined across the country.The induction programme is about to over and we are now thinking on how do we evaluate the performance of this guys at the end of the training period i.e one year.they all are graduate engineers working for sales of different industrial prodcuts.
can any one help me please?
bye
sulekha
From India, Pune
[quote="sulekha"]Hi ,
Sulekha
graduate engineers are the foundation of an organization from where you get the future managers of the company.
Before u recruited them u should have prepared the policy document as to what u tend to do with them not only for the next one year but the next 3 years.
I do not know what sort of induction program you have organized for them .but if u send to me I can give my views.
1st impression is the last impression of any student joining in a company and at the time of exit interview u will find the data which says ," did not under go proper induction program" " I was informed changes which was relevant to my work " " I was not told about my performance " " My superior does not give feedback to me about my performance " " no idea what's happening in the company"etc etc.
start Monthly performance feedback ( to and from)which is not related to any financial discussion.
By the end of year they will know where do they stand.
At the end of the year they should go thru tests, functional and aptitude and an annual appraisal
But all these depends on the induction program u had done .
It has to be a mixture of cross functional and OJT
pls send the schedule to
, if u want to
rgds
tapas
From India, Mumbai
Sulekha
graduate engineers are the foundation of an organization from where you get the future managers of the company.
Before u recruited them u should have prepared the policy document as to what u tend to do with them not only for the next one year but the next 3 years.
I do not know what sort of induction program you have organized for them .but if u send to me I can give my views.
1st impression is the last impression of any student joining in a company and at the time of exit interview u will find the data which says ," did not under go proper induction program" " I was informed changes which was relevant to my work " " I was not told about my performance " " My superior does not give feedback to me about my performance " " no idea what's happening in the company"etc etc.
start Monthly performance feedback ( to and from)which is not related to any financial discussion.
By the end of year they will know where do they stand.
At the end of the year they should go thru tests, functional and aptitude and an annual appraisal
But all these depends on the induction program u had done .
It has to be a mixture of cross functional and OJT
pls send the schedule to
rgds
tapas
From India, Mumbai
Hi,
one method to evaluate the performance og GET is to use kirkpatrick's model using 4 parameters, namely, reaction, learning, behavior, and results.
1. Did salespeople like it?" (Reactions)
2. "Did they learn it?" (Learning)
3. "Did they use it?" (Behavior)
4. "Did it make a difference?" (Impact/results)
Assessing performance on the basis of learning curves would be better.
regards,
Dr. Prageetha
From India, Warangal
one method to evaluate the performance og GET is to use kirkpatrick's model using 4 parameters, namely, reaction, learning, behavior, and results.
1. Did salespeople like it?" (Reactions)
2. "Did they learn it?" (Learning)
3. "Did they use it?" (Behavior)
4. "Did it make a difference?" (Impact/results)
Assessing performance on the basis of learning curves would be better.
regards,
Dr. Prageetha
From India, Warangal
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