Hi,
I work for an IT software firm as a Senior HR Executive. The company provides ERP software solutions to its clients. I wanted to introduce a Reward and Recognition program, especially emails like "Best Employee of the Month" and "Best Performer for the Quarter." I have been asked to set parameters for each department that will make employees eligible for the rewards. However, I have no idea what parameters to set for the Implementation Department and Support Department.
Please guide.
Regards,
Shweta
From India, Delhi
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8I work for an IT software firm as a Senior HR Executive. The company provides ERP software solutions to its clients. I wanted to introduce a Reward and Recognition program, especially emails like "Best Employee of the Month" and "Best Performer for the Quarter." I have been asked to set parameters for each department that will make employees eligible for the rewards. However, I have no idea what parameters to set for the Implementation Department and Support Department.
Please guide.
Regards,
Shweta
From India, Delhi
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Hi Shweta,
The parameters for reward and recognition in any industry are almost the same.
1) Attendance
I particularly feel that attendance is one parameter that shows an employee's dedication towards his work. Whenever I hire a new individual, I always take a look at his previous company's attendance.
2) Productivity
Here, you need to get in touch with the operations managers and ask them to rate the employees on their productivity.
3) Speed of Improvement
Now, this is a little tricky. This is related to productivity; however, it needs to be perceived a little more broadly. You need to ask the operations to rate the employee separately on his amount of productivity (point 2) and on the speed or rate at which his productivity is growing.
Let me give you an example here. There are 3 candidates: A, B, and C. All three have completed a year in the system. However, A scores high on attendance, low on the other two parameters. B scores high on the first two; however, C scores high on attendance, low on productivity, but very high on speed/rate of improvement. In such a case, C is a better employee among these three!
From India, Mumbai
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The parameters for reward and recognition in any industry are almost the same.
1) Attendance
I particularly feel that attendance is one parameter that shows an employee's dedication towards his work. Whenever I hire a new individual, I always take a look at his previous company's attendance.
2) Productivity
Here, you need to get in touch with the operations managers and ask them to rate the employees on their productivity.
3) Speed of Improvement
Now, this is a little tricky. This is related to productivity; however, it needs to be perceived a little more broadly. You need to ask the operations to rate the employee separately on his amount of productivity (point 2) and on the speed or rate at which his productivity is growing.
Let me give you an example here. There are 3 candidates: A, B, and C. All three have completed a year in the system. However, A scores high on attendance, low on the other two parameters. B scores high on the first two; however, C scores high on attendance, low on productivity, but very high on speed/rate of improvement. In such a case, C is a better employee among these three!
From India, Mumbai
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Hi Puneet,
Thank you so much. It'll surely be of great help. I wanted to know if the parameters will be the same for monthly evaluations as well, or if the above-mentioned parameters are for appraisals.
Regards,
Shweta Gehlot
From India, Delhi
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Thank you so much. It'll surely be of great help. I wanted to know if the parameters will be the same for monthly evaluations as well, or if the above-mentioned parameters are for appraisals.
Regards,
Shweta Gehlot
From India, Delhi
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Hi Shweta,
The parameters should be the same for monthly evaluations as well. Another parameter that you can use is "Contribution to Development," i.e., how much the employee contributes towards the development of other employees and their subordinates. Any employee who develops another employee is always an asset to the organization. You can get in touch with Operations and ask them to rate the employees accordingly. Please remember: For the evaluation to be just and synchronized, always use the percentage method or a rating from 1 to 10. The percentage method is easier for Attendance, Productivity, and Rate of Growth. For Contribution to Development, you can use the 1 to 10 rating and then later convert it into a percentage. Thus, the employee with the highest average percentage for all the 4 parameters is the best employee for that month or year, respectively.
From India, Mumbai
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The parameters should be the same for monthly evaluations as well. Another parameter that you can use is "Contribution to Development," i.e., how much the employee contributes towards the development of other employees and their subordinates. Any employee who develops another employee is always an asset to the organization. You can get in touch with Operations and ask them to rate the employees accordingly. Please remember: For the evaluation to be just and synchronized, always use the percentage method or a rating from 1 to 10. The percentage method is easier for Attendance, Productivity, and Rate of Growth. For Contribution to Development, you can use the 1 to 10 rating and then later convert it into a percentage. Thus, the employee with the highest average percentage for all the 4 parameters is the best employee for that month or year, respectively.
From India, Mumbai
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Questionnaire for Employee Reward and Recognition.doc x
EMPLOYEE REWARD PROGRAM.pdf