I want on what KRA or on what Criteria we should select employee of month. i have several times asked for employee of the month format but I did not get single response.
From India, Pune
2From India, Pune
Hi, Employee of the month could be decided based on the efficiency of the employees, the quality of output, Or having come up with some great ideas which can be implemented at work. Regards Deepti
From India, New Delhi
From India, New Delhi
Hi, Can u tell me what is the business of the company and what are the performance measures parameters already existing in your company. Thanks and Regards Anil Mgr-HR VSNL Internet Services Ltd.
From India, Delhi
From India, Delhi
Hi,
You can use following touch points to select your Employee of the month.
1.Actions promoting Company's Value/mission/Vision
2. Significant contribution in meeting the Function objectives
3.Exceptional customer service
4.Actions resulting in cost savings or increased revenues
5.Contributions which positively impacted the Function as a whole
You may constitute a Core Group which consists of Functional Heads to select the Employee of the month from the nominations received which satisfies all or any of the criteria mentioned.
Regards
Binu Nair
From India, Kochi
You can use following touch points to select your Employee of the month.
1.Actions promoting Company's Value/mission/Vision
2. Significant contribution in meeting the Function objectives
3.Exceptional customer service
4.Actions resulting in cost savings or increased revenues
5.Contributions which positively impacted the Function as a whole
You may constitute a Core Group which consists of Functional Heads to select the Employee of the month from the nominations received which satisfies all or any of the criteria mentioned.
Regards
Binu Nair
From India, Kochi
Hi Laveleen,
Employee of the month could be decided on the basis of :
1. Cost Effectiveness
2. Discipline & punctuality at work.
3. Role in House Keeping of his Section.
4. Behaviour at work with his peers, subordinate & immidiate supervisor/Coordination.
5. Service to internal customers.
6. Contribution to production etc.
7. Contribution towards Process Objective or Company's Vision/Mission
These are some basic factors on which you can take decision.
Thanks,
Anuj
From India, Lucknow
Employee of the month could be decided on the basis of :
1. Cost Effectiveness
2. Discipline & punctuality at work.
3. Role in House Keeping of his Section.
4. Behaviour at work with his peers, subordinate & immidiate supervisor/Coordination.
5. Service to internal customers.
6. Contribution to production etc.
7. Contribution towards Process Objective or Company's Vision/Mission
These are some basic factors on which you can take decision.
Thanks,
Anuj
From India, Lucknow
Hi everyone,
you would need to do 2 things before selecting an employee of the month for each work area.
a) define the core values and business targets of the organsiation for least 1 year and pref 2-3 years.
b) cascade targets in downward hierarchy. Targets are both financial/ non financial plus are quantifiable and non quantifiable.
skills contributing to realisation of these targets lead to formation of KPI/ KRA.
track KPIs on weekly level for all levels.
and reward behaviour which contributes to a maximum level for the priority areas.
eg First time resolution for customer/ technicals service guys.
additional KRAs would be attendance, time spent of the transaction, cost of transaction etc
take customer feedbacks, this is critical to the survival of an organisation.
since you are in the hospitality sector, are you HACCP certified ?
feel free to raise doubts,
surya vrat
From India, Delhi
you would need to do 2 things before selecting an employee of the month for each work area.
a) define the core values and business targets of the organsiation for least 1 year and pref 2-3 years.
b) cascade targets in downward hierarchy. Targets are both financial/ non financial plus are quantifiable and non quantifiable.
skills contributing to realisation of these targets lead to formation of KPI/ KRA.
track KPIs on weekly level for all levels.
and reward behaviour which contributes to a maximum level for the priority areas.
eg First time resolution for customer/ technicals service guys.
additional KRAs would be attendance, time spent of the transaction, cost of transaction etc
take customer feedbacks, this is critical to the survival of an organisation.
since you are in the hospitality sector, are you HACCP certified ?
feel free to raise doubts,
surya vrat
From India, Delhi
Dear,
I THINK ENOUGH OF THE TIMES WE MEASURE OUR EMPLOYEES ON work related PRODUCTIVITY , we conduct regular evaluation / appraisals....but I think HR has to go a step forward...
that is , not doing different things , but doing things differently....
Induction Programme, Attendance calculation , punctuality, discipline, team work , co-operation and co-ordination , out of way helping others , (in the department as well as outside to the department)
and not only giving monetary benefits , but als by patting there back , issuing appreciation cheques.
I think it will surely help !!!
Regards,
Deepali.
From India, Pune
I THINK ENOUGH OF THE TIMES WE MEASURE OUR EMPLOYEES ON work related PRODUCTIVITY , we conduct regular evaluation / appraisals....but I think HR has to go a step forward...
that is , not doing different things , but doing things differently....
Induction Programme, Attendance calculation , punctuality, discipline, team work , co-operation and co-ordination , out of way helping others , (in the department as well as outside to the department)
and not only giving monetary benefits , but als by patting there back , issuing appreciation cheques.
I think it will surely help !!!
Regards,
Deepali.
From India, Pune
With due respect,
I strong feel No formats or advises will help unless & until you are convinced with the "business or Revenue " model of the organization.
We can help with formats, but you need to derive & conclude the technical & functional profits of the organization.
I sagest you to apply 80/20 THEORY.
else suggest you to hire a consultant or discuss ( talk) to some of the senior members of the forum.
Cheers
Shekar
From India, Hyderabad
I strong feel No formats or advises will help unless & until you are convinced with the "business or Revenue " model of the organization.
We can help with formats, but you need to derive & conclude the technical & functional profits of the organization.
I sagest you to apply 80/20 THEORY.
else suggest you to hire a consultant or discuss ( talk) to some of the senior members of the forum.
Cheers
Shekar
From India, Hyderabad
At the end of the road, what matters is adherence to your corporate value(s). I think it is in this adherence or conformity that employee of the month should be based. If there are cross-cutting KRAs for employees then I would use them, otherwise I would rather look at employees who have gone out of the way in the direction of your corporate values. Linking employee of the month with KRAs may be too ambitious because of the heterogeneous nature of jobs.
regards,
sr
From Netherlands
regards,
sr
From Netherlands
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.
Revised employee of the month May.pdf
Letter for Employee of the month September 2009.doc