Dear All, Would like to know your views on what should be the metrics or how the performance of any HR will be evaluated. What should be the parameters?
From India, Hyderabad
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From India, Hyderabad
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Dear respected member,
It depends on the Key Performance Indicators (KPIs) of the year and the job description of the employee. For example, a training and development specialist may need to consider the following:
• What is the number of In-House Trainings (IHT) arranged for the year?
• How many employees have attended the IHT sessions?
• How many employees have participated in overseas training programs?
• How many employees have completed training courses that align with the objectives of their KPIs?
• What percentage of training sessions were conducted organization-wide?
• Have any projects been undertaken outside the regular scope of work?
• Has achieving their KPIs contributed to the overall organizational objectives as outlined in the business plan?
• Is there a noticeable improvement in performance following the training?
• Was the training competency-based?
• What is the rate of Gap analysis?
Just a few points to help guide your thinking process.
From Oman, Muscat
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108It depends on the Key Performance Indicators (KPIs) of the year and the job description of the employee. For example, a training and development specialist may need to consider the following:
• What is the number of In-House Trainings (IHT) arranged for the year?
• How many employees have attended the IHT sessions?
• How many employees have participated in overseas training programs?
• How many employees have completed training courses that align with the objectives of their KPIs?
• What percentage of training sessions were conducted organization-wide?
• Have any projects been undertaken outside the regular scope of work?
• Has achieving their KPIs contributed to the overall organizational objectives as outlined in the business plan?
• Is there a noticeable improvement in performance following the training?
• Was the training competency-based?
• What is the rate of Gap analysis?
Just a few points to help guide your thinking process.
From Oman, Muscat
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Thank you for your inputs, Anayaat.
I think I should elaborate on my question. As suggested by Anayaat, for those who are in the profile of T&D and Recruitment, we can easily evaluate the performance. Even for those in Employee Relations, PMS, and all other verticals of HR, we can, of course, set the parameters and design the metrics.
Normally, TOP Management and we HR always speak about ROI when it comes to a normal employee. In the same context, to what extent are the organizations or the CEOs bothered about the ROI on HR and the TOP MANAGEMENT? I just wanted to know what is the mechanism being used by the organizations today in this context.
Just looking forward in case anyone has come across such articles. If so, kindly share.
From India, Hyderabad
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I think I should elaborate on my question. As suggested by Anayaat, for those who are in the profile of T&D and Recruitment, we can easily evaluate the performance. Even for those in Employee Relations, PMS, and all other verticals of HR, we can, of course, set the parameters and design the metrics.
Normally, TOP Management and we HR always speak about ROI when it comes to a normal employee. In the same context, to what extent are the organizations or the CEOs bothered about the ROI on HR and the TOP MANAGEMENT? I just wanted to know what is the mechanism being used by the organizations today in this context.
Just looking forward in case anyone has come across such articles. If so, kindly share.
From India, Hyderabad
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Hi,
I am Deepesh, a regular visitor to the site for the last 6 months. I have always received the best information from this site. The reason for me coming to this thread is that I am unable to work on Performance Appraisal. I need a structure or a scale to be prepared for the appraisal. Can you seniors help me with the same? Having a format of the same would be enough for me to work on and understand it. You can email me at deepesh_6032<at>yahoo<DOT>com.
Thanks in advance for your assistance.
Regards,
Deepesh
9884042431
From India, Madras
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I am Deepesh, a regular visitor to the site for the last 6 months. I have always received the best information from this site. The reason for me coming to this thread is that I am unable to work on Performance Appraisal. I need a structure or a scale to be prepared for the appraisal. Can you seniors help me with the same? Having a format of the same would be enough for me to work on and understand it. You can email me at deepesh_6032<at>yahoo<DOT>com.
Thanks in advance for your assistance.
Regards,
Deepesh
9884042431
From India, Madras
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